How Great Leaders Motivate Others

Great leaders lead their employees to attain maximum achievements. Here's how they do it:

They show employees appreciation and respect and interest.

They give employees a sense of engagement and involvement

They maintain awareness of each employee’s personal needs and situations.

They lead by example.

They ask a ton of open-ended questions.

They hold their employees accountable.

They encourage the personal and professional growth of each employee.

They reward hard work and honesty and integrity.

They instill hope, not fear.

They support risk-taking and new ideas.

They are regular and specific and constructive with feedback.

They challenge employees to do and be their best.

They reward employees with more than money.

They give employees rewards, appreciation, and growth.

They make rewards personal and meaningful.

They communicate efficiently and effectively.

They hold regular one-on-one meetings with employees.

They show genuine empathy, care and concern.

They communicate the values and higher visions of their company.

They establish and maintain reasonable expectations.

They encourage increasingly higher levels of responsibility.

They maintain great communications.

They recognize employee achievements.

They serve as mentors.

They create advancement opportunities.

They strive to keep employees enthusiastic about their work.

They strike a balance between extrinsic motivators, including pay raises and improvements to working conditions, and intrinsic motivators, such as assigning employees new tasks that they enjoy.

They use a participatory style of management, where employees have more responsibility and often can make their own decisions.

They strive to eliminate any causes of dissatisfaction among employees, and then take steps to introduce elements to increase satisfaction.

They custom-tailor their motivational approaches to each employee.

They realize that, the more they know and understand each individual, the more effective their motivational efforts can be.

They encourage employees to exceed their expectations.

They encourage employee loyalty and trust, and inspire, support and recognize employees as much as possible to achieve extraordinary things.

They create a work environment and an organizational culture that fosters employee motivation and engagement.

They avoid micromanaging.

They provide employees with the values, vision, mission, and strategic framework within which they are expected to accomplish their jobs.

They treat employees as adults with respect and civility.

They give employees input to every facet of the work they are hired to produce.

They encourage employees to speak up about what they believe when participating in solving a problem for the organization.

They engage and empower employees.

They measure results and not just actions.

They lead by example.

They earn the respect of employees.

They are flexible.

They have fun and make the workplace fun.

They are positive and optimistic.

They provide employees transparently with significant and critical financial information so they are not blindsided by any business problems.

They follow up and follow through.

They reward and recognize them well.

They train and develop them well.

They encourage employees to change jobs if they must or seek out positions within or outside the company that best suit their passion and skills.

They care deeply about them and take a genuine interest in them.

They provide encouragement.

They stay motivated themselves.

They share their own knowledge & wisdom.

They stay transparent and vulnerable.

They tell inspiring stories.

They are great communicators.

Tell them about books that have motivated you.

They hold them accountable.

They encourage their personal and professional growth.

They instill hope, rather than fear.

They support their new ideas.

They are specific and constructive with feedback.

They reward them with more than money.

They communicate their higher vision of the company.

They set high but reasonable expectations.

They encourage higher levels of responsibility.

They establish a strong, positive, motivating and inspiring company culture.

They express a passionate commitment to serving employees.

They communicate a bold, specific, and consistent grand vision.

They always sell the benefit behind your ideas.

They tell powerful, memorable, compelling and actionable stories.

They invite employee feedback regularly and are committed to transparency and open, they honest communication between leadership and staff.

They make sure everything is shared—the good and bad news.

They have employees involved in every major decision.

They act as a beacon of hope by being optimistic and acting bravely and speaking with they have courage and confidence about the future.

They praise their people and encourage them to be their best selves.

They take a genuine interest in people as individuals.

They talk to their employees about their hopes, dreams, and interests.

They appreciate their employees.

They share their own personal experiences with employees.

To connect more deeply with employees as leaders. when they work with people and when it is truly appropriate, they share appropriate personal stories with them.

They share their mistakes & failures.

They challenge their employees.

Deliver your messages in a way that creates energy and enthusiasm.

They ask open-ended questions and actively listen.

They set a great example.

They facilitate training and development.

They offer flexible schedules.

They build positive professional relationships with each employee.

They communicate daily with employees with transparency, authenticity, and clarity.

They transfer their optimism, positivity, enthusiasm, passion and vision to their employees.

They create purpose-driven goals.

They keep negative and cynical thoughts from the media and society from becoming part of their consciousness. 

They nourish their employees and their teams.

They hire a leadership coach to advise, guide and inspire them.

P.S. Anything else that YOU would add?

The author, Dr. John B. Charnay, CEO of Charnay and Associates in Greater Los Angeles, is a leading leadership coach. He has groomed some of the top leaders in key industries. He has extensive experience teaching at the graduate and undergraduate levels at leading universities throughout the greater Los Angeles area, including USC, UCLA, CSUN, FIDM, Woodbury and Pepperdine. Additionally, he is a top fundraising advisor and an award-winning public relations professional who has been a strategic PR and philanthropy advisor to many famous celebrities and Fortune 1000 CEOs. To meet him and ask for his support, invite him to be LinkedIn (email in profile) and contact him today!