The Type of Effort Leaders Need

For many leaders, effort is table stakes.?

For nonpoker players, table stakes are the minimum, non-negotiable requirements to "have a seat at the table." In business or any competitive context, these are the things that must be present by default; if you don't meet them, you're not even in the game.? Many leaders believe they shouldn't ever have to coach effort. In many ways, it makes sense because one of the free things you and I can choose daily is our effort.?

But only if it were that easy.? There is a reason why the quote "effort beats talent when talent doesn't work hard" exists.?

Effort beats talent when talent doesn't work hard.?

Effort has always been challenging for leaders because they know the kind of effort that helps produce results, but it's an elusive and frustrating topic to figure out.?

What is Effort, and Where Does Effort Come From?

Effort is best described as a vigorous or determined attempt. It can be approached in a few different ways: psychologically, philosophically, or biologically.?

Today, we will focus primarily on psychological effort, which is primarily driven by intrinsic or extrinsic motivation. Intrinsic motivation, you guessed it, comes from within and arises when you find interest, satisfaction, pleasure, or challenge in an activity.? Extrinsic motivation is influenced by, you guessed it, external factors such as rewards, recognition, or avoiding pain.??

In coaching leaders and helping organizations drive organic sales growth, I have noticed that team members give four distinct levels of effort.?

4 Levels of Effort?

There are levels of effort, and there are decimals within the levels, like 1.1, 1.2, and 1.3. I will spare the rest, but you get the point. Here is a concise overview.?

1. Lack of Effort

• Zero to little effort is given.? The kind of effort that drives leaders crazy.?
• Example: A college student who doesn't attend class or study but won't miss a party.? They show they have the ability to give effort, but they devote it to the wrong places.?

2. Sporadic Effort?

• Effort you give when it's easy or observable by others.? There might be moments that provide hope that the next level of effort is possible.?
• Example: An accounting team member who does the bare minimum. They know the minimal effort they need to give to keep their job, but show glimpses of meeting their potential.?

3. Consistent Effort?

• Effort you demonstrate daily, almost regardless of the situation. Your effort is a habit, and people appreciate it but can take it for granted.??
• Example: A salesperson who beats quota almost every quarter.? They update their CRM, prospect daily, and evolve their skills.

4. Relentless Effort

• Effort that is intense, timely, and makes consistent effort look normal.? Your effort has garnered a lot of trust from others, and it's positioned you to attract new opportunities.??
• Example: An athlete with an uncommon level of self-discipline. They can play longer and at a higher level than almost anyone at their respective position. (E.g. Bernhard Langer, Derrick Henry, LeBron James)

The Kind of Effort Leaders Need

This is the most challenging part of this column to write and?will be for you to read.? So many professionals are operating below their potential.? The reason for this isn't a lack of talent; it's a lack of effort.? It comes from falling in love with comfort or not having leaders who challenge, expect, or inspire a certain kind of effort.

The reason most professionals operate below their potential isn't a lack of talent; it's a lack of effort.?

The teams that are most successful are made up of individuals who choose consistent or relentless effort, especially when they don't feel like it or when the effort isn't easy to give.? While this seems obvious, you can't expect anything to stay like you left it.? To maintain performance, skills, and relationships requires consistent effort.? To advance performance requires relentless effort.?

To maintain performance requires consistent effort. To advance performance requires relentless effort.?

To show you how timeless the principle of effort is, in 1903, James Allen wrote the classic essay, As a Man Thinketh.? In it, he said, "The strength of the effort is the measure of the result."? What Allen is saying is that all leaders and teams care about their results, but you don't get results by focusing on the outcome.? You get the result by magnifying the collective effort daily.?

What Leaders Can Do to Get Better Effort

It would be great if leaders didn't have to coach effort.?Unfortunately, that's rarely the case.? The best leaders understand that effort can fluctuate and part of their job is to inspire people to choose better effort. Here are three simple ways to do it:

1. Instill Relentless Effort in the Culture: The culture in which team members operate in also plays a crucial role in determining the level of effort. In Accelerate Leadership, I define culture as the shared values and beliefs that guide thinking and behavior.? It is particularly important for leaders to put their arms around because leaders create the culture, which produces the behavior that eventually results.?
2. Establish a Shared Purpose or Common Goal: When team members buy into a shared purpose or common goal, they recognize their role in making it a reality.? They are more likely to stay motivated and consistent with their efforts when they can connect the dots from effort to results.
3. Reward and Recognize Effort: Receiving recognition for effort that helps a team succeed inspires.? In fact, according to Hubspot, 70% of employees say they would work harder if they were better recognized. The recognition doesn't always have to be monetary; sometimes, a simple thank you or public acknowledgment can make a huge impact.?

Closing

Winning is not everything, but the effort to win is.??Wendell Holmes said, "The average person goes to the grave with the music still inside him."? One way to ensure you don't go to your grave with the music inside you is by committing to consistent or relentless effort daily.?Stop waiting for someone else to pull it out of you.??If you do, you will soon be met with the responsibility of getting that same effort out of others.?

If you're already responsible for leading others, change your mindset. Stop expecting relentless effort to be table stakes. Part of your responsibility is hiring team members with the propensity to give that kind of effort daily and then inspire the effort when it fails to be present.

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About the Author: John Eades is the CEO of LearnLoft and The Sales Infrastructure. He was named one of LinkedIn’s Top Voices. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.