Strategy # 1: Ask brave questionsIf you're not interested in your employees, you can't expect them to be interested in you and your organisation's goals. But if you show a real interest, they'll move in your direction. As Dale Carnegie said, "You can make more friends in two weeks by showing interest in others, than you can in two years trying to get others interested in you."
One of the best ways to show interest is to ask more "brave questions". Ask your employees:
- What's most important to them when it comes to their job, family, goals and future
- If they were leading the team, what changes they would make
- What turns on their motivation, more than anything else
Strategy # 2: Be likeableSimply put, people tend to follow people they like. And the more your employees like you, the more you pump-up their 'want to' factor.
Direct sales organisations have tapped into this principle with great success. Just think about the selling power of home-party plans. Attendees aren't being sold a product by some anonymous salesperson. They're buying a product from a friend they know, like, and trust.
- Become a likeable person. Examine yourself for character flaws and work on them to become more likeable
- Behave like someone you would do business with
- Exude a warm, inviting tone and smile with ease - not a hurried sense of impatience
- Listen with undivided attention, don't glance at your desk or computer screen while someone else is talking
Strategy #3: Exhibit authorityBefore people can have a healthy 'want-to' factor, they've got to trust you and your integrity. In fact, from my 25 years experience, I've discovered one of the most sought-after job perks today is integrity. Here's how you can exhibit your integrity and your authority:
- Let people know about your educational background, certifications,
and legitimate titles, but let them know in subtle ways. No boasting,
bragging, or arrogance. When your employees know these kinds of things
about you, it increases their respect for what you say and what you are
- Refer to what other colleagues and customers have to say about your
work. Again, be subtle. It's a known truth that others can brag about
your performance, whereas you can't - and still be liked.
- Make a conscious effort to dress one or two levels above those you
are trying to influence. If you dress higher than that, your employees
may not think you can identify with them. And if you dress below your
employees, they may not take you seriously.
- Dress in clothing styles and colors typically associated with authority - like black, navy, or white. Research shows it does make a difference.
Remember ...If you want someone to change, follow or be more cooperative, then it all starts when they 'want to'. And they will 'want to' - if you follow these three simple leadership and motivation training practices.