When leadership is not enough

How do I get people to do what needs to be done? How can I keep those in the game that are struggling? What can I do if my team struggles to bounce back from failure?
You are not the only one to ask these questions. And there’s plenty of research to help you brainstorm ideas around these. I believe that we never stop learning and in many ways our workplaces can be compared to being in school. Here’s some research done in schools.

Supporting your team members and boosting their belief in themselves

It seems to me that engagement is often talked about as “going the extra mile”. But what if we consider a few more layers to this? Let’s take these three into account: 
  • Emotional. This involves your team members feelings in terms of belonging to the company and whether they have positive relationships with peers, leaders and others.
  • Behaviour. Just what are your team members doing every day. Do they show up? Are they on time? Do they finish their work in a way that it is valuable? Are they participating in team activities or seek to help out beyond their role profile?
  • Cognitive. Here we’re talking about how well people can manage their internal life. Dealing with stress and pressure come to mind. But it also includes if team members set goals for themselves and want to learn.
I believe your role as a leader is – like that of a teacher – central to provide knowledge, allow for training and help your team get their work done. But brilliant as you might be, you are only part of the equation. What your team members believe about themselves is just as important. 
Whether or not we perceive ourselves as effective shapes our thinking and in turn how we feel and act. And our actions are what produce results. Or not.
In one study researchers assumed that those who can regulate their emotions, have positive expectations towards the future and know how to cope with daily struggles thrive better. They found that cognitive engagement fosters behavioural engagement.
So think about: How can you help your team members develop self-motivation, self-management and adopting goals for learning? 
The researchers also found that emotional engagement helps coping with the day-to-day struggles. A great article on bouncing forward from set-backs was also published on forbes.com.
How can you help your team members feel they belong? That they have a sense of connection that helps them to persist when work life gets tough?
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