As consultants in the field of organizational development, we are sought after to support organizations of all kinds and sizes in transformation processes to strengthen their competitiveness and attractiveness in a constantly and rapidly changing world.
Regardless of the type of organization and intervention, there is one question that we are invariably asked by the managers we work with: “How can I motivate my people?”
Our answer involves asking another question: “What is necessary for people to want to follow you?”
If followers are not willing to follow the leader, how can the leader motivate them?
For someone who leads people, the first step to success is to focus on their people and not on themselves. It’s about thinking “we,” thinking “team,” and not thinking “I.”
While this is a necessary condition, it is not sufficient to motivate people. Therefore, one more ingredient is needed in the relationship between leader and followers. That ingredient is being authentic.
An authentic leader has a clear understanding of his motivations for leading (for example, serving others) and understands his own strengths and weaknesses.
It is someone who is honest, trusted by others, and who acts in a way that is consistent with his words.
He genuinely cares about his people, is empathetic, and seeks to give meaning to everyone’s work in order to promote high levels of commitment.
It’s approachable and fosters lasting relationships.
He acts in a consistent manner, which is essential to earning the respect of those he leads.
These are the leaders who are respected by their followers, who, in turn, are willing to follow them.
An authentic leader, focused on others, needs to invest time in getting to know each of their people, their aspirations, and their motivations in order to motivate them.
Be attentive at all times to the needs of each member of his team, in order to provide the necessary guidance and/or encouragement.
Promote their development by providing regular and timely feedback – giving positive reinforcement, encouraging the repetition of adjusted behaviours, or redirecting them if their performance is not meeting expectations.
Last but not least, foster a sense of belonging by creating a circle of safety around the team where everyone feels there is high trust, mutual respect, and pride in being part of the team.
Knowing that leadership is a process of influence and understanding motivation as the reason that leads to action, a leader cannot motivate anyone by decree, but can create the conditions for their people to become motivated.
Experience has shown that authentic, people-centred leaders are the most successful in promoting and maintaining high levels of motivation and commitment in their people and teams.