Leadership Lessons by Brian Tracy - Episode 12

Leader as motivator

The average person in our society works at less than 50 percent of capacity, and sometimes at only 40 percent capacity. Leaders draw out of people that 30 percent, 40 percent, or 50 percent of additional capacity and get them to contribute far beyond their previous performance.

Unlocking Potential in People

Most people work at less than half of their full potential, often only reaching 40% of what they are capable of. Great leaders help them unlock the extra 30-50%, pushing them to perform beyond their usual limits.

Key Factors That Motivate People

To get the best out of people, it is important to understand what drives them. Six key factors help turn average employees into high achievers:

1. Challenging and Engaging Work People feel motivated when their work is interesting and pushes them beyond their comfort zones. If tasks are boring and repetitive, employees lose interest. Leaders must provide meaningful work that encourages growth.
2. Open Communication Employees perform better when they understand why their work matters. Leaders should explain how individual tasks contribute to larger goals, making employees feel valued.
3. Responsibility and Accountability When employees are given ownership of tasks, they become more engaged. Holding them accountable builds confidence and helps them take their work seriously. Leaders offer support but also allow employees to take full responsibility.
4. Personal Growth and Career Advancement Employees feel motivated when they are learning new skills and progressing in their careers. Opportunities for growth encourage them to perform at their best.
5. Financial Rewards and Work Conditions While salary and work environment matter, they are not the strongest motivators. People need fair compensation and a good workplace, but these alone do not drive exceptional performance.

Three Emotional Needs of Employees

Employees also have emotional needs that, when fulfilled, keep them inspired:

1. Belonging – People want to feel part of something meaningful. Leaders should remind employees how their work contributes to the company’s success.
2. Recognition – Employees want appreciation for their unique contributions. Leaders should recognize individual efforts and achievements.
3. Teamwork – Feeling like a valuable part of a team increases motivation. Leaders should focus on creating a positive and collaborative work environment.

When leaders meet these emotional needs, employees stay motivated and committed.

The Power of Delegation

Delegation helps motivate employees by giving them ownership of their work. To delegate effectively:

1. Choose the right person – Assign tasks to people who have the right skills.
2. Match tasks to skills – Ensure employees can handle the work assigned.
3. Prioritize high-value tasks – Leaders should delegate routine work so they can focus on critical responsibilities.
4. Give smaller tasks to new employees – This helps them gain confidence and develop their skills.
5. Delegate full tasks, not parts – People are more motivated when they can take ownership of an entire project.
6. Define clear outcomes – Clearly explain expectations and set measurable goals.
7. Encourage participation – Employees should be involved in discussions and have the opportunity to ask questions.

Leaders should also ensure employees understand their tasks by having them repeat instructions back. Miscommunication can lead to mistakes, so clarity is key.

Leading by Example

Leaders inspire others by demonstrating the same enthusiasm and dedication they expect from their teams.

• Energy and Passion – A leader’s excitement influences employees. The more enthusiastic the leader, the more engaged the team.
• Commitment – True leaders give their best effort. When employees see this, they are more likely to follow suit.
• Encouragement – History shows that great leaders uplift their teams. Whether it’s George Washington motivating his soldiers or Alexander the Great inspiring his army, encouragement is a powerful tool.
• Trust and Confidence – When employees trust their leaders, they are more willing to go the extra mile. Without trust, motivation decreases.
• Loyalty – A strong organization is built on loyalty. Leaders who foster dedication and commitment create a team that stays together and works toward a common goal.

By following these principles, leaders can build a motivated, high-performing team that drives success for the organization.

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