Inspiring and Motivating Individuals

Leaders today, more than ever before, have to win people’s cooperation. And there are two main ways of doing so: motivation and inspiration. Although the two words are often used interchangeably, they actually mean quite different things – depending on what you want to achieve.

Motivation is about moving people to act in a way that achieves a specific and immediate goal. When you’re motivating people to do something they may not necessarily want to do, you have to offer them something they want in return.

When coaches give their teams a pep talk during halftime, they are using motivation. They want their players to charge back onto the field or the court with renewed energy and focus, even though they may be too tired or disheartened to try. Their reward? Victory.

Here are 4 steps to motivate your people:

Tell people exactly what you want them to do.

Motivation is all about getting people to take action, so don’t be vague. Avoid generalities like, “I want everyone to do their best.” Say, instead, “I need you to come in over the weekend so we can get this project done on time.”

1. Limit the amount of time or effort that you’re asking for.

It’s easier to ask people to work late work one night or even every night for a week than to expect them to work late indefinitely. Set an end date.

2. Share in the sacrifice.

Leaders don’t ask people to do what they themselves aren’t willing to do. Don’t tell your people to work over the weekend if you’ve got plans for a spa day. Roll up your sleeves and share the load.

3. Appeal to their emotions.

Fear focuses people’s attention and can be an effective motivator. (“If we don’t get this done right now, we’ll all lose our jobs.”) But if you keep resorting to fear, you’ll end up de-motivating people. People are also motivated by-and prefer to be motivated by-positive emotions like excitement, pride, a sense of belonging, and the thrill of achievement.

4. Give people multiple reasons for doing what you want them to do.

You can give your own reason or the organization’s reason for requesting the action. “If we don’t get this project completed on schedule, we’ll lose the contract.” But the best reason of all is always personal. It would be nice if you could give your people extra days off or even a bonus. Or, you may talk about something as intangible as the camaraderie that comes from having achieved something important together. But things being what they are these days, the best you may be able to offer is the hope that no one will lose a job.

Inspiration, on the other hand, involves changing the way people think and feel about themselves so that they want to take positive actions. It taps into people’s values and desires.

Commencement speakers – the best ones, at least – inspire their audiences. They talk about the challenges the graduates will face, either personally or collectively, and the possibilities of making a difference. Inspiration appeals to the best aspirations of people, and its underlying, often unspoken message is “You can become what you want to be.” No reward is promised, other than the reward that comes from within: the sense of personal satisfaction.

As a leader, anytime you talk about values, about identity (either the corporate identity or each person’s identity), and about long-term goals, your intent – whether you know it or not – is to inspire.

Use these 10 simple steps to inspire your people:

1. Be the change you want to inspire.

Your reputation, your character, your behavior will inspire people more than anything else. The only way to call the best out of others is to expect the best from yourself.

2. Tell a story.

Stories don’t tell people what to do. They engage people’s imaginations and emotions. They show people what they’re capable of becoming or of doing.

3. Appeal to people’s value system.

Ask them to act in a way that is consistent with the values they themselves profess.

4. Trust people.

When you’re inspiring people, you’re not telling them exactly what to do or giving them precise directions. You’re empowering them to be their best, trusting that they will then do the right thing. And the right thing they do may not be what you were expecting; it may be something beyond your wildest expectations.

5. Be motivated and inspired yourself

You will never inspire others unless you are motivated and inspired yourself. Enthusiasm is infectious and spreads like wild fire. If you want to inspire you have to feel it first.

6. Treat each person as an individual

People are motivated in different ways. There’s no one-size-fits-all solution to motivation. You may need to help them clarify how the strategy relates to them and their role.

 7. Provide them with a challenge

If new objectives are unrealistic they will de-motivate people and if they’re too easy people won’t feel they need to put much energy behind them. When you strike the right balance, and make people challenge what they believe they can attain, they’ll be motivated to achieve them.

 8. Keep them informed of progress

When people know they’re making progress towards implementing the strategy it gives them an energy boost. When effort is rewarded they’ll be prepared to push harder to reach the overall goal. Communicate it with energy and enthusiasm.

 9. Create a motivating environment

Most people flourish in an environment where they’re empowered to do their job their way. This doesn’t mean there’s no need to monitor what people do but if you’re too controlling it will reduce motivation. Give them an opportunity to provide input on decisions about the strategy that affect them.

10.  Recognition

A sincere ‘Well done’ can really help motivation. Most people like to be appreciated for what they’ve achieved even if they brush it aside. If you recognise and acknowledge effort it will encourage them to keep going and overcome obstacles. Congratulate individuals who have done particularly well.