What are these traits and even if your sales teams consistently meet their sales quota, how do you know that what you are doing is contributing to that success? Here is one way to review your existing leadership style. Let’s assume that you hired well in the first place. Then ask yourself how your direct reports would answer the following questions. Or better still ask those that report to you to answer the following questions – anonymously.
1. Do I know what is expected of me at work?
2. Do I have the right materials and tools to do my job?
3. At work, do I have an opportunity to do what I do best every day?
4. In the last 2 weeks have I received recognition or praise for good work?
5. Does my manager or someone at work, care about me as a person?
6. Is there someone at work who encourages my development?
7. At work, do my opinions seem to count?
8. Does the mission/purpose of my company make me feel as though my work is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?
11. In the last 6 months have I spoken to someone about my progress?
12. At work, have I had opportunities to learn and grow?
13. Do I have autonomy in how the work gets done?
Where do you see gaps? The answers to these questions will provide you with a starting point. And for some a startling point but keep an open mind this will provide some level of insight.
We can group these questions into a few key categories of what motivates people intrinsically. Yes I said intrinsically because despite popular belief extrinsic motivation is less long-term than intrinsic motivation.
Those people that appear to be on auto pilot (we all know them) are those professionals that do what they do for themselves, for the sense of purpose/satisfaction, the respect, the growth, the balance, and for recognition.
That is not to say, extrinsic or money motivation is a bad thing, but without at least some of the other factors, money motivation alone is typically short-term. I’m compelled to state that fear, as a motivator, is another short-term strategy.
The intrinsic motivational categories are as follows:
Sense of Purpose, Belonging and Team:
3. At work, do I have an opportunity to do what I do best every day?
7. At work, do my opinions seem to count?
8. Does the mission/purpose of my company make me feel as though my work is important?
9. Are my co-workers committed to doing quality work?
Supervision/Guidance, Trust and Respect:
1. Do I know what is expected of me at work?
5. Does my manager or someone at work, care about me as a person?
13. Do I have autonomy in how the work gets done?
Work/Life Balance:
10. Do I have a best friend at work?
13. Do I have autonomy in how the work gets done?
Resources/Efficiency Enablers:
2. Do I have the tools to get the job done effectively/ efficiently (respect /best use of my time)
Recognition:
4. In the last 2 weeks have I received recognition or praise for good work?
Growth:
6. Is there someone at work who encourages my development?
11. In the last 6 months have I spoken to someone about my progress?
12. At work, have I had opportunities to learn and grow?
If anyone on your team answers negatively to any of these questions, again this is your starting point for leadership style re-engineering.
If you have a few favorite leadership traits best practices, questions or if you are simply looking for advice, start a discussion in our Forum section. We’d love to hear from you.
