How to Inspire Your Team as A Leader
Being a leader is one of the hardest roles to handle. The shoe may just seem to be too big to fill that some leaders choose to take it off of their feet. Pressure in handling the job and the weight of responsibility sometimes makes leaders oblivious of the things around them. As a result, communication and the people get affected.
In order to revive the dying motivation among teammates, leaders face the challenge of inspiring. When the connection slowly drifts the leader apart from his followers, the effort to bring them back sometimes leads to failure. For the few who hold on until the end, great rewards are being given.
The Peterson Group Consulting and Coaching says there is still hope for those who are struggling to maintain the past relationships halted by neglect. Leaders should try being compassionate to regain the trust and follow few of the expert tips below:
1. Be compassionate.
While others consider being compassionate as weak, experts actually advise leaders to show more compassion towards their subordinates. You cannot immediately dismiss a person because he is too slow to digest information nor can you easily complain of their lack of understanding. Although it is really advantageous to get a person who can understood immediately, we also have to understand that all of us have different levels and paces of understanding. Be hard on the results, not on the person. Who knows, he may be able to give more concrete ideas despite his late understanding.
2. Always Trust
One of the crumbling blocks within a relationship is distrust. People who lack trust to other people get distrusted in the end. When you give unwavering trust to your subordinates, expect them to do a great job. Inexperienced managers tend to meddle in the minutiae of what their teams are doing instead of giving them the tools and support they need to do a great job.
3. Know the Difference between Skill and Will
No matter how skillful and talented a person is but lacks the will, he can never go any further. Lack of skill and lack of will are two main factors of underperformance. In a motivational study held in Jakarta, Indonesia, a lot of leaders agree that a skill gap is easy to fill with proper training, supporting and monitoring while the will gap makes it harder to cross. You need to dig into your employee’s motivations. Is he not happy in his work anymore? Is there something blocking him? To coax him in telling you the reason, you have to get back to number one.