Are you more committed to results than your team?
Why are some people committed and others less so? It happens more than you think. How you lead and what type of environment you create can make a huge difference in gaining commitment from your team and ultimately getting the results you desire.
Your leadership style creates the environment that either energizes or de-energizes people. Consider how these four leadership styles impact commitment:
Fear gets people’s attention in the short-term; however, over time fear creates a negative, demotivating environment. Using fear to motivate takes a lot of energy. There are many recent examples where lay-offs create so much fear that commitment to the results is diminished.
Fear generates only short-term gains and results in low commitment.
Controlling and dictating takes even more time for leaders. Everything is directed by and funnelled through the controlling leader. Team members have no power and therefore, most individuals do not have a strong commitment to the results. Only new employees might benefit from this style for a defined period. Effective stewardship delegation must be exercised to interrupt this cycle.
Controlling is a negative energizer that generates only sort-term gain and results in low commitment.
Another short-term motivator is reward-based leadership. This can create an attitude of “what are you going to give me next, in order for me to do my job?” Whether rewards are effective can also be related to their perceived value. Rewards can be effective if they are fair, equitable and linked directly to good performance.
Reward is a positive energizer…on a temporary basis. It is not usually sustainable. It generates only short-term gains and results in low to medium commitment.
This style takes more time from leaders, but it is well worth the effort. Leaders who Coach for Success rather than police for failure energize their teams.
Empowerment is a positive energizer that works over the long-term and results in high commitment.
Move to an empowering style:
- Set dedicated time for coaching, guiding and developing others
- Set clear expectations and ensure accountability
- Provide timely feedback on what is working well and areas for enhancement
- Elicit input from the team about strategy and decisions
- Listen with empathy
- Communicate frequently
- Respond in a timely manner
- Involve people in decisions that affect their roles and responsibilities
- Mutually agree upon annual goals that stretch people to perform better
- Provide support that is tailored to individual needs
The benefits to strengthening your team’s commitment are a stable workforce, with less turnover, which allows you more time to focus on your top pay-off activities.
Are you committed to making the changes you need to in order to help your team?