5 Reasons Why Your Managers Struggle to Motivate their Team and How We Can Change That

In today’s fast-paced business environment, the ability to effectively motivate a team is more critical than ever, especially for Small and Medium-sized Businesses (SMBs) aiming for rapid growth or transfer of ownership. Many founders see their managers struggle with this aspect of leadership, which not only stalls their growth trajectory, but also makes leadership transition a challenge. We’ve all seen - or experienced - the problems that arise when a visionary and effective founder passes a thriving business on to a new generation of leaders and performance plummets. At LifePuzzle, we've developed a unique multi-tiered leadership training to address these challenges directly.

Here are the 5 Biggest Problems we see and how they impact motivation and action:

1. Lack of Clear Vision

Founders and business owners can usually articulate their vision clearly - which is why they are successful. Many managers don’t have that same level of clarity so they are unable to articulate a clear, compelling specific purpose for their team. We see this at every level which is why our training doesn’t just focus on ONE level of management - our multi pronged approach recognises that leadership is involved at EVERY level of an organisation, and we use that knowledge to accelerate growth. A study we conducted last year revealed that 70% of employees feel more motivated when they can clearly see how their work aligns with the company's goals, so we create processes that bake in reminders and constantly refreshes alignment naturally.

2. Inadequate Skills in Recognising and Utilising Team Strengths

Every team member has unique strengths and weaknesses, but managers often struggle to recognise and leverage the strengths and account for weaknesses. Through our programs, managers learn to identify individual talents and delegate tasks accordingly, ensuring that everyone is primarily working in their zone of genius.

When anyone is asked to work in an area of weaknesses, managers are aware of this and able to offer appropriate support. This not only boosts productivity but also increases job satisfaction among team members.

3. Poor - or Inadequate - Communication Skills

Communication is the bedrock of motivation. A manager who does not communicate effectively in a timely fashion can expect misunderstandings, reduced morale, and a lack of direction. Communication is a skill that needs to be used and developed consistently - we call it a ‘use it or lose it’ skill. Misunderstandings occur, and pressure situations can interrupt normal communications but it’s very easy for managers to use these as an excuse to slip into bad habits, especially if they have a natural affinity for texting and email rather than picking up the phone or scheduling face-to-face meetings.

Our training modules include advanced communication skills, focusing on clarity, empathy, and active listening, equipping managers at every level with the tools to foster a more cohesive and motivated team.

4. Lack of Effective Feedback Mechanisms

Feedback is crucial for growth, yet many managers either avoid giving feedback or deliver it in a way that demotivates the team. We teach managers the art of giving and receiving constructive feedback that encourages growth and development, while also implementing continuous feedback mechanisms to promote a culture of continuous improvement. One of the most transformative elements of our approach is that managers learn how to receive feedback and train their teams to provide it effectively so that we effectively create ‘talent hotbeds’ after the form described in Daniel Coyle’s “The Talent Code”.

5. Inability to Inspire Trust and Sense of Responsibility

Trust and? a sense of personal responsibility are key to motivation. Managers often fail to create an environment where team members feel trusted and empowered to carry out their tasks. Our training emphasises on building trust and empowering teams and the individuals within them. This fosters accountability and a sense of ownership among team members and it also relieves the need to micro-manage projects because the lines of delegation and the principles and processes have been clearly articulated.

"I remember the moment I realised that a multi-level leadership training could accelerate the transformation and provide a healthy culture in any organisation. I’d been working with one particular team for 2 years and their team members were asking for some tools to help them grow as well. The CEO agreed to a trial in one of the departments and at the end of 3 months the difference in productivity, motivation, and performance was clear. One of the unintended consequences of expanding the program throughout the company was that they suddenly had highly qualified candidates begging for job opportunities and their staff turnover dropped to nearly zero. A second unintended (but definitely hoped for) consequence was that clients were flocking to them as well so their revenues dramatically increased. It was like unlocking a new level of potential in both myself and the team." ~ Chandell Labbozzetta

Why Choose Life Puzzle for Leadership Training?

At Life Puzzle, we don't just talk about change; we create it. Our hands-on approach, NLP background, tailored content, and experienced trainers ensure that your managers and employees at every level not only understand these concepts but also apply them effectively in their roles. Our goal is to transform every member of your organisation into present and future leaders who inspire, motivate, and drive growth.

Are you ready to unlock the full potential of your team? Let's talk about how working with us can transform your future. Contact us today!