The secret behind being an 'inspiring' manager
Gooood morning team
When you think of someone ‘inspiring’, who comes to mind?
For me it’s people like Michelle Obama, with her commitment to education, or Satya Nadella, the CEO of Microsoft, who transformed the company through empathetic leadership.
These people feel like giants, far removed from our day-to-day role as a manager.
Which makes the idea of us being ‘inspiring’, be unreachable.
But here’s the truth: Inspiring your team is a skill, there is a process to it that you can follow day to day to be looked up to.
And when you do so isn’t just about admiration - research shows that employees inspired by their leaders are 125% more productive (!!)
Let’s break it down…
Where does inspiration come from?
Inspiration taps into our team’s intrinsic desires - those internal values that drive us on a deeper level than just money or status. Psychology tells us that intrinsic motivation (driven by a sense of purpose) is far more effective than extrinsic (like money or titles).
Example
Extrinsic motivation: You go to the gym with the goal of having a six pack or looking good in a bikini on your summer holiday.
Intrinsic motivation: You are consistent with fitness to improve your mental health or feel better in your own skin.
It’s proven time and time again that intrinsic motivation is more likely to keep us going.
The same applies to your team. Intrinsically motivated employees show higher job satisfaction and greater commitment.
So as a manager, your role is to help your team tap into those intrinsic motivations, by connecting their daily work to a bigger purpose (than just the bonuses or pay rises).
Below is the exact 3 step process I still follow daily to stop being a run of the mill manager, and really start being an inspiring leader that my team feel driven by.
The 3 step process to inspiring your team on the daily
Inspiring managers link everyday tasks to their team’s intrinsic motivators.
You need to first:
1. Understand the intrinsic motivators
Have one-on-one conversations with your team members to uncover what truly drives them. Ask questions like:
“What aspects of your work do you find most fulfilling?”
“What are you passionate about outside of work that you’d like to bring into your role?”
These insights will help you connect their work to their personal values.
2. Delegation with Purpose
Let’s explore how you can delegate tasks in a way that inspires your team both individually and collectively.
When delegating tasks to an individual, don’t just focus on telling them what to do. Instead, connect that task to the team member’s intrinsic motivations by framing it as an opportunity that aligns with their personal values.
You might usually say:
“Please run a report for me on our clients, with columns of their average monthly revenue, product usage, and location. I need it by Friday.”
You’ll get:
A report, with the requested information, by Friday. It’s a straightforward task, with a straightforward outcome - something that happens every day in the working world.
But what if you connected the task to some intrinsic motivations?
Instead, try saying:
“Hey [team member], I know how much you value having the freedom to approach tasks creatively and find solutions in your own way. For this report, think of it as an opportunity to explore how our top clients are engaging with our products. The insights you uncover will help us shape strategies that could lead to more autonomy for you and others in your role. I trust your expertise and attention to detail to bring out something really insightful here.”
Not much has changed on the surface, you’re asking for the same report - but at a deeper level, you’ve connected the task to what truly motivates them - freedom of choice and the potential for improving their and mental well-being.
You’ve highlighted their strengths and given them the outcome you’re aiming for while empowering them to take ownership of the process. This approach builds a sense of purpose and fulfillment that goes beyond just completing the task.
“But that takes too long”
This is usually what people say to me when I’ve explained that 2nd step to them. And yes, connecting tasks to a larger purpose requires more time and effort, but the alternative - an uninspired, disengaged team - will be far more costly. Lack of inspiration leads to higher turnover, lower productivity, and a general sense of dissatisfaction among your team.
Investing a few extra minutes to connect tasks to a larger purpose can save you from these challenges down the road.
3 - Adopting the Inspiring Persona
Inspiring your team goes beyond just connecting tasks to a purpose. It’s about embodying certain qualities that you team can look up to.
Here are three core traits that define an inspiring manager:
1. Authenticity: Being authentic is crucial, especially with younger generations who have had a lack of transparency due to social media. Show up as your true self and encourage your team to do the same. This creates an environment of trust and openness, where your team feels safe to express themselves and contribute their best work.
2. Honesty: Honesty builds trust. Even when it’s tough, being honest with your team sets you apart as a leader who values integrity.
3. Creating Opportunities for Others: Inspiring managers don’t aim to be in the spotlight - they put the spotlight on others. By providing opportunities for your team to shine, you build their confidence and create a positive, collaborative environment where everyone can thrive.
Summary
Becoming an inspiring manager isn’t about being perfect - it’s about being intentional.
Being inspiring is a skill, and even those managers amongst us who don’t feel the ‘inspiring’ persona is anything they could ever be, can still be looked up to.
Peace,
H