Motivation: An Essential Leadership Skill

Volume #3 - October 1999

"Leadership at every level is a popular" phrase in corporate jargon. In the organization of the twenty-first century, managers throughout the organization will also need to be leaders. This means that in addition to making sure that systems and procedures are properly working, and that work is done on time and within budget, managers will also need to inspire others. So, how can you motivate your employees or the people who report to you?

Many of the women whom I interviewed for Success on Our Own Terms told me they consider themselves effective leaders who can rally their troops. But one woman gave me what she considers to be the two essential keys to successful management and leadership.

The first key is to communicate effectively, which means you must do three things.

Let your people know where they are going. It's important for them to see the vision of the organization/department/group as clearly as you do.

Explain why they are going there. Give them the rationale so that they understand the mission and why they need to do what they need to do.

Provide them with guidance on how they are going to get there. Fill them in on the strategy and ask them what resources they need to implement that strategy.

The second key is to demonstrate by your actions and your words that your people come before you.

These steps sound fairly simple, but putting them into practice requires skill, passion, and a deep commitment to the people who are following you. Actually, good leadership skills are similar to good parenting skills. Like a parent, if you are a leader you need to provide firm direction and guidance as well as giving people the space to grow and make mistakes. You need to provide a sense of safety even as you challenge people to move forward and try on new behaviors. And since you are a role model, your energy and behavior sends messages that affect the people who report to you. If you are consistent and fair, as well as open and honest, people will know what to expect and how to behave, but if you demonstrate erratic behavior, if you don't "walk your talk", you can bet that the performance of your people will also be inconsistent. Just like children need to believe in and trust their parents, the people who work for you need to believe in and trust you. You won't be able to count on them unless they can count on you.

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