“people have a fantastic attitude to work if they are well managed, well motivated, well supported”.
I agree with him.
My forthcoming book (Motivation: The Ultimate Guide to Leading Your Team), sets out exactly how leaders can do this, by tapping into the core motivators we share to meet our psychological needs for:
• A sense of purpose
• To feel competent
• To have some freedom
• To feel we belong
Leaders and managers have a massive impact on their people – what they do and say influences how their people think and feel. And how people think and feel is a key element in whether they are motivated or not, and in their well-being.
The CMI refers to the “accidental manager” – people with great technical skills but who don’t really want to manage people. Leader-managers are told they should motivate people, but no-one tells them how to do it. And millennials and Gen Z want their managers to be empathic and their careers to have a positive impact on society and the environment. We need new approaches to leadership and management.
How managers set goals, give feedback, coach, run their meetings, hold 121s, build self-belief, role model resilient behaviours – in short, how they communicate with their people – makes an enormous difference to the motivation and well-being of their teams……and to higher productivity too.