If you aren’t leading, involving, engaging and motivating people, are you just taking up valuable organizational space? We need Leaders in so many workplaces today and managers need to make choices!
A key issue in most teams in most sports is having leadership. It can occur everywhere. Sometimes, they wear a little “C” on their jerseys indicating to the officials that they are Captains and sometimes they walk to the middle of the playing field to watch the coin toss. Other times, they are simply the people on the field who the other look to for motivation or depend on for The Big Play.
This happens in every organization, too. Sometimes, people depend on one of their own to speak up at a meeting to express a common concern. Sometimes these are just those people who get others involved in what is going on, since every person in the tug-of-war lends something to the effort.
Paraphrasing on Henny Youngman standard one liner, the research by so many different organizational polling companies would suggest,
Take my Boss… Please.
Jim Clifton seemed to seriously suggest that the data from his Gallup polling would suggest a realistic situation were for about 7,000,000 managers to simply be fired because they repeatedly seem unable to lead, manage or get out of the way. So many workers complain that no one listens and no one cares and that engagement is a HUGE problem with most companies worldwide. (Find a link to some of his writings here.)
Wagon Pullers are seemingly isolated by the rope!
Deloitte’s Global Human Capital Trends 2014 Survey showed that leadership was a critical issue, with 86% of respondents rating it “urgent” or “important”. It also showed that only 13% of organizations say they do an excellent job of developing leaders at all levels — yeah, that is kind of noticeable.
But leadership is a big wide thing, with there literally being thousands of books on the topic. Most of us regular people would simply suggest that being trustworthy, involving and engaging are pretty important skills to generate everyday motivation. Feeling aligned to the goals and expectations and feeling appreciated seem to be pretty straightforward and understandable parts, too.
These Big Survey Consulting Companies like Gallup and Deloitte tend to offer up Very Big Solutions (you can read that as complicated and expensive). Me, I am more of a continuous continuous improvement kind of guy who thinks that everyone can make some improvements every day without requiring the extensive involvement of HR and Training & Development organizations — you know, the ones that always get their funding cut first because they are seen as costly to most senior managers (who do not get their development from them anyway, relying on outside groups like the Universities and Center for Creative Leadership and similar…).
There are a number of writings in the PMC blog around the issues of generating engagement and motivation, all of it simple and straightforward and all of which can easily be accomplished by any supervisor simply looking to improve their skills in motivating people.
As so many others have framed things, I believe that only some of the problems of leadership are at the top levels of the organization — senior managers may not be leading well or implementing strategies effectively.
But as Jim Clifton and others have shown, the real issues of organizational leadership and day-to-day motivation and performance occur at the interface of worker and manager – there are zillions of those minute-to-minute, hourly and daily interactions that might allow so many more people to work “more better faster” and that would help to involve and engage and align people to the expectations and goals. That is where organizations are failing their people.
There are no Big Silver Bullets out there to solve these issues. But there are bazillions of the Square Wheels, those things that work but do not work smoothly and that generate less than optimal performance. These are “artificial hindrances” in the sense that The Round Wheels are already in the wagon! There are all sorts of motivational impacts to be achieved when our supervisors do a better job of involving and engaging their people and our managers do a better job of involving and engaging our supervisors.
So many Big Solutions have been tried and have seemed to fail over the past 50 years. Sometimes, that exceptional leader like a Steve Jobs can get a good grip on things and have that major impact, but those cases are really rare (which is why Steve Jobs got all that press!).
Maybe it is time to try some “little solutions.“ Maybe it is time to simply allow a bit more individual development and initiative in the workplace of the managers and supervisors so that they can more effectively involve and motivate their people.
It does not take a whole big bunch of money or time to actually implement some of the ideas of the team that would make the workplace better in some ways. People generally want to make things better and will work toward doing that. And that little effort has a big and cascading impact on people and morale:
It is important to remember that Nobody Ever Washes a Rental Car and that people want to have a sense of ownership involvement in things. Plus, it is also important to know that people do need to be involved and engaged in order to want to be involved:
At PMC, we sell simple toolkits that allow a supervisor to generate actionable ideas from their people. We use these simple cartoons to get wheels rolling downhill, to show supervisors that involvement and engagement facilitation are not that difficult to accomplish and that these activities can be a part of their everyday life as a manager. It is easy to ask and to listen, to generate teamwork focused on implementing good ideas to make performance improvements.
People are creative and flexible. We can do simple things to remove or decrease frustration and deal with roadblocks to help motivate people. I call this process Engagimentation (or Dis-Un-Empowerment) and suggest that you consider taking such actions with your people to make some impacts on so many things. Let me know if we can help – we sell inexpensive and effective tools for communications.
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.