Why mo­ti­va­tional speeches are a waste of time

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said they had no goals in place for the up­com­ing sea­son? Or worse, they came out and said they weren’t aim­ing to be in the top half of the com­pe­ti­tion? Not real mo­ti­vat­ing to say the least.

But there’s no point keep­ing the goals to your­self, you’ve got to share them with your team so they are also aware of them. Peo­ple love be­ing around those that are suc­cess­ful and want to achieve goals – they want to be a part of this.

I have a say­ing that I use reg­u­larly in rugby train­ing and in my busi­ness coach­ing – com­mu­ni­ca­tion leads to clar­ity, and clar­ity leads to con­fi­dence.

When your team is clear on what their roles and re­spon­si­bil­i­ties are, they are more con­fi­dent in go­ing and ex­e­cut­ing them. As hu­mans we do not like un­cer­tainty, so erase the un­cer­tainty and in turn the con­fu­sion in the work­place. It will also in­crease co­he­sion amongst the team as team mem­bers will no longer have dis­agree­ments or dis­putes amongst each other about who is re­spon­si­ble for dif­fer­ent tasks within the busi­ness.

Cel­e­brate the wins!

Peter Drucker, a man­age­ment con­sul­tant who is of­ten re­ferred to as the founder of mod­ern man­age­ment prac­tices, coined the phrase “Cul­ture eats strat­egy for break­fast”. You can have the best goals and plans in place and great strate­gies to achieve these, but if you don’t have the team to ex­e­cute them then they are point­less. Cul­ture is a busi­ness’s best point of dif­fer­ence and the fastest way to get ahead of the com­pe­ti­tion.

Ask your team their opin­ion on how to im­prove the busi­ness – whether it be the de­liv­ery of your prod­uct or ser­vice, or even the cul­ture, peo­ple want to feel as they though are rel­e­vant and val­ued within a team and their voice will be heard.

If they have great ideas, im­ple­ment them and ac­knowl­edge them. This will in­crease ‘buy in’ from your team into the busi­ness.

Get and give feed­back – tell your team mem­bers how they can im­prove, in their role and as a team mem­ber. But this should def­i­nitely not be a one-way street – you need to get hon­est feed­back about where and how you can im­prove as a leader and a team mem­ber.

The last ne­ces­sity, and one of the most un­der­rated and too of­ten ne­glected by lead­ers within a busi­ness, is to give praise. In the book “Essen­tial­ism” the au­thor states that the two in­ter­nal mo­ti­va­tors for peo­ple are: (1) Achieve­ment, and (2) Recog­ni­tion of those achieve­ments.

Do you cel­e­brate your team’s ‘wins’? If so, how? It’s im­por­tant to cel­e­brate achieve­ments of the busi­ness and do this with your team.

Busi­ness own­ers who are ex­pe­ri­enced of­ten strug­gle with this. Of­ten

those lead­ers who have started their own busi­ness and achieved a de­gree of suc­cess strug­gle to un­der­stand why in this day and age their team don’t ap­pear to have the drive or work ethic that they have them­selves, for­get­ting that it is their own busi­ness, and that’s their driver.

They be­gan their jour­ney where praise was of­ten not given for good or hard work­ers, it was ex­pected, and now more than ever, we seek praise and strive for it. They strug­gle to ac­cept this, and don’t un­der­stand the value or im­por­tance of of­ten giv­ing praise to their team and the ef­fect this has on them as in­di­vid­u­als and as a team.

For­mer leg­endary man­ager of Manch­ester United, Sir Alex Fer­gu­son, in his book “Lead­ing” be­lieves the two most im­por­tant words in the English lan­guage are “well done”.

If you’d be in­ter­ested in hear­ing more on this and how to get the most out of your team, I’m host­ing a sem­i­nar, “The 9 steps to an awe­some TEAM & hav­ing 8 weeks hol­i­day a year”, next Wed­nes­day, Oc­to­ber 31, at the Com­mer­cial Ho­tel from 6-8pm.

••• z Beau Robin­son is an Ac­tion Coach Busi­ness Coach and for­mer Su­per Rugby Cham­pion and Wal­laby. beau­robin­[email protected]­tion­coach.com

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