The Power of Encouragement
I decided to take a walk at my local park. It’s a great workout about a half mile loop around a paved path that has steep hills. I wasn’t running but I was walking at a very brisk pace. A man who I did not know was running the path in the opposite direction. On the first lap passing me he said to me “good job!” I wondered to myself why is this man talking to me? I don’t know him. On the second lap he gave me a thumbs up signal and a smile. This was really something I thought- I guy who is a complete stranger is encouraging me on my walk! On the next lap he clapped for me. On the last lap I was so inspired I started running. I wanted to please my coach!
As a leader I want you to think today about the power of encouragement. You could be by the way, the Chief Encourager. I know what you are thinking “here comes that motivational mumbo jumbo.” Well listen up Skipper; as a leader your job is to get results and the results aren’t gotten through you but through people. These people need energy, encouragement, appreciation and acknowledgement. Here is the pervasive problem; many leaders don’t take the time and energy to provide any kind of encouragement.
So do you want to be effective as the Chief Encouragement Officer? Here are tips and techniques that can work really well in order to help you fullfill your new role.
Mix it up- Do you talk to people? When you are visiting or working daily in one of your offices, do you make the effort to say ” Hi” to people as you pass them? If you don’t do you at least give them positive non verbal signals, like a nod or a smile? I have attended meetings several times in my career and have seen a company V.I.P. walk into the room, pass by everyone and go across the entire room to speak to other V.I.P’s. It was clear that the “small people” weren’t worth talking to or addressing. Imagine how they felt and the huge negative impact they created.
Applaud their work- I was once up upon a time an execuitve with a big company. If I saw someone performaing at a high level I would hand write a card (embossed with my name at the top) and would thank them for their great work. I would be on the road and visit an office and find that card that I wrote proudly displayed. So the lesson was that everyone wants some credit for their work, a thank you, or a pat on the back. Front line people often tell me they never get a compliment. So when people work really hard to do something ” over and above” the call of duty, make sure to notice and acknowledge it. When people do great work let them know!
Balance criticism- It is really incredibly easy to criticize other people’s work. Mistakes are part of the human condition. As a trainer I often ask people to critique their role-play in class starting with “what went well?” In variably they always start with the negative feedback. Maybe it is human nature. I want you as a leader to find a balance between positive and negative feedback. Too many managers just pound away at a team member and eventually morale goes way down. I am not suggesting by the way, not providing critical feedback I am saying you are already throwing the salt; mix in a little sugar.
Give surprise rewards- Give people rewards when they least expect it. Find small ways to reward them. This can be a gift card, a few extra hours off, taking someone to lunch, or even buying the team a box of donuts in the morning. Just make sure it is when they least expect it and it is positioned as a reward. Say “well I just want you to know that I know how hard you have been working on the project. Here is a small token of my appreciation. Thanks.” Done properly it will be the discussion at dinner at home that night. “Hey guess what my boss did at work today? You will never believe it.”
I have leaders ask me all the time “how do I motivate people?” One of the answers is deceptively simple and that is provide encouragement.
So go ahead -get busy!
Shawn Doyle is a well known Motivational Speaker and author of 10 books. For a free copy of Shawn’s book The 10 Foundations of Motivation, go to http://sldoyle.com.