Real breakthroughs occur in organizations where the employees are not only engaged but inspired by their respective leaders. Employees who are inspired tend to be highly productive in their fields of work, and they motivate those around them to tap into their maximum potential.
Research shows that leadership is a virtue that is grown and made within an individual rather than being born with, as many people tend to think. Their numbers are, however, far too few in most companies. Surveys done by the Economist Intelligence Unit concluded that less than half of the interviewed participants agreed that they felt inspired by their leaders or any form of motivation was being unlocked by them. Fewer questioned whether their leaders even fostered any engagements or promoted the values of the corporation to them.
What makes a truly inspiring leader is one who not only focuses on inspiring his/her employees but rather focuses on using his/her respective strengths and abilities to motivate their employees to take on daunting tasks and hold them accountable for their output.
Here are helpful tips on how a leader can inspire and obtain maximum output from their employees.
- Finding his/her sole inspiring attribute
Information from surveys done noted that many traits give a leader their cutting edge, with the traits being mainly used in four diverse areas: setting the tone, connecting with others, stress tolerance, and leading the team. Across this vast majority of traits, only one is required for an individual to double their chances of becoming inspiring.
One trait in particular indicated by respondents of uttermost importance was centeredness. It entails the leader maintaining a cool head under stress, listening deeply, empathizing, and remaining present.
- The leader’s key strength has to match the organization’s values
For optimum performance, a company needs to identify a leader whose profile matches the company’s business model, unique context, strategy, and culture. This must be prioritized in order to beat the competition.
A relevant example is where an organization whose profits arise from out-marketing their industry rivals will not be compatible with a leader who is best known for cost efficiency.
- The leader has to stand out if the employees are to do so
Standing out has to be a thought process that any leader has to consider if any performance culture is to be instilled in the organization. They need to carefully select their moments where they will set the stage for the rise of a new culture within the company and thus provide the necessary guidance and motivation for their employees to do so.
The more often leaders do this the more they obtain most from their most scarce yet important resource, human capital.
Originally published on Alex Simpson’s website.