One of my executive coaching clients was talking with me about how complacent and apathetic his employees had become and how lackluster the company’s performance has been this year, compared to the potential that really exists within the staff. This led us into a discussion about whether a leader should be held accountable to, and for that matter, should the leader be expected to motivate others. And our discussion led us to agree that it is not the leader’s job to motivate the staff. What? Did that surprise you when you read that? I can imagine that a majority of readers of this article will be surprised.

Okay, you are asking, “how can you say that and how can you believe that?” Please allow me to share part of the discussion I had with my executive client that addresses that question. First, we agreed that if you have underperforming employees who can never seem to get “psyched up” for the business, it is not evidence that you are a poor motivator. What it is more likely to be is evidence to prove that you made a poor hiring choice. Secondly, we also agreed that everyone in the company needs to be self-motivated. And the staff should be held accountable for being self-motivated by addressing that factor in an employee performance appraisal.

Although this is something that is certainly subject to debate in many people’s minds, the bottom line in my opinion is that no human being can motivate another human being. And if we accept this, then it means that teachers can’t motivate students, coaches can’t motivate athletes, parents can’t motivate children, and on and on and on. Yes, I can hear the roar of dissension out there as you read this. Your Strategic Thinking Business Coach believes that when all the dust clears on the debate about motivation, the fact is that all true motivation comes from within and is based upon each person’s individual choice. And therefore, the only person a human being can motivate is himself or herself.

Now, what role does that leave for a leader in business regarding motivation? An effective leader must commit to some primary actions regarding motivation. Here are five (5) actions a leader must commit to do.

Action #1: Commit to and hire only highly self-motivated people. Develop recruitment and hiring processes and systems that will ensure that you hire people with initiative and who are not the type to always wait for instructions before they act.

Action #2: Commit to and create a winning working environment that enables employees to be winners and to be recognized for their achievements.

Action #3: Commit to an exhibiting an attitude that non-performers will not be ignored. Make it clear that non-performers will be dealt with, talked to, coached for improvement and terminated if performance does not improve.

Action #4: Commit to make sure you do not take actions or engage in behaviors that will de-motivate the staff. If you are not sure what those actions or behaviors are, then ask the staff directly for their feedback and listen, hear and understand what they tell you.

Action #5: Commit to being at “the top of your game” every day. You will be setting the example for the staff. You are being watched, listened to, and scrutinized and the staff is making judgments about your leadership. You need to use that to your advantage every day.

Your Strategic Thinking Business Coach encourages you to fully realize the benefits of business coaching to strategically and effectively manage and grow your business.

Glenn Ebersole, Jr. is a multi-faceted professional, who is recognized as a visionary, guide and facilitator in the fields of business coaching, marketing, public relations, management, strategic planning and engineering. Glenn is the Founder and Chief Executive of two Lancaster, PA based consulting practices: The Renaissance Group, a creative marketing, public relations, strategic planning and business development consulting firm and J. G. Ebersole Associates, an independent professional engineering, marketing, and management consulting firm. He is a Certified Facilitator and serves as a business coach and a strategic planning facilitator and consultant to a diverse list of clients. Glenn is also the author of a monthly newsletter, “Glenn’s Guiding Lines – Thoughts From Your Strategic Thinking Business Coach” and has published more than 275 articles on business.

To find out more about the benefits & rewards of effectively working with a strategic thinking business coach, please contact Glenn Ebersole through his web site at http://www.businesscoach4u.com or jgecoach@aol.com

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