This quote from W.B. Yeats is a great reminder for those of us in leadership roles. Let me repeat it :
Education is not the filling of a pail, but the lighting of a fire. ~W.B. Yeats
When we try to train our team or build a new product or service, education surrounding the details is not the ultimate “win.” No, our focus as leaders should be inspiring those we lead to take a personal vested interest in the success of what we set out to do.
You can teach, preach and educate all day long, but until you impress someone to buy in to the project, it really doesn’t matter how much they know about the subject.
There’s another saying “Harness the power of your mind’s attention and your heart’s affection.” That sums it up.
When was the last time that you, as a leader, were properly focused on this kind of impact? Do you light people’s fire in their hearts and minds or do you simply teach them something new?
There is a big difference. In today’s high-tech world, information flows in an instant. Instead of competing with information at the fingertips, why not think about ways to inspire your team?
Here are a few powerful ideas you might try.
Show Them Why the Outcome Matters.
I once took responsibility for a new team. I decided to visit each person’s area, asking them a bit about what they did. At one desk, a lady who had been with the company for years sat quietly pushing paper from one stack to the next.
I watched this a few moments then asked, “Where does it go when you’re done?” She said “I’m not sure. So and so picks it up then I never see it again.”
I asked, “Where did the first pile come from?” She again said I don’t know.
So I made some notes then started doing my own research.
Know Your People
When you spend time with your employees, make it matter. Don’t just expect your time and title to inspire them. Employees want a leader that pays attention and genuinely cares about them.
Great leaders take the time to know the ingredients before they can create the best recipe for success. Employees are most inspired when a leader takes the time to know them and show that they have their best interests at heart.
Learning is Still Important
Employees do appreciate the opportunity to learn. Teaching new skills or sharing new information helps them feel appreciated and valued. However, the delivery of that information is important.
Don’t just lecture, but share. Create a space for open dialogue about new material you want to spread. Adults learn best when they have a chance to engage in a feedback cycle where they state in their own words what they just heard. This is your opportunity to fine-tune and/or affirm the message has been received.
There’s a Fine Line Between Success and Significance
We all want to feel significant about what we do and who we are. Jobs can actually provide that IF the boss allows it to happen. If the boss is too concerned about his own reputation and doesn’t care about the people on the team, no one gets any significance from the job. Heck, they even get very little sense of success.
However, if you as the enabled leader decide to share the significance with each team member, you can win much greater employee trust.
Ownership, Not Just Accountability
Enforcing accountability is a key component to sustaining performance momentum. However, when you can give your employees “ownership” in the process of defining how accountability is enforced – you inspire trust and a desire to go above and beyond the call of duty.
Giving your employees ownership means that you have shared and entrusted them with your authority. You are now allowing your employees to “call the shots” based on what they believe is in the best interest of the team and the organization.
For example, create a special project and allow an employee to take ownership of it. Outline your expectations for the end result, but allow him or her to take charge of the project. Agree to meet once a week and observe the change in attitude and desire to perform.
Respect, Not Just Recognition
Beyond appreciation and praise, show your respect and admiration for the work of your employees. While people want to know they are respected, you must establish the ground rules for how respect is earned.
There are too many recognition addicts in the workplace. In a world of fierce competition, we have come to believe we are our own best allies. We believe we must rely only on ourselves. We believe we can sell ourselves better than anyone else. But this attitude puts our long-term careers in danger.
Unfortunately, too many people want recognition because they forgot the significantly greater value of earning respect. Re-train your employees about the importance of respect and lead them in how to earn it. When they see the greater impact respect delivers, they will be inspired by your example.