Riding the Rush: Motivation and Influence at the Helm

 As our journey continued, I'm sure if graded, we would have been killing it on expert rafting.

 

Table saw – no problem, slice and dice – easy. Wouldn’t you know, we got to watch the raft in front of us keep Flipper true to its namesake. They all went overboard - everyone was cool. So we fist-bumped and cheered as we flew by. Every once in a while, I would peek over my shoulder to see how our guide was doing.

 

I am a big believer in EQ (Emotional Intelligence) and I'm thankful – most times – that I can sense a situation well before it is spoken or otherwise. We will talk about that later in the book. Tom’s demeanor was calm, light, and brimming with confidence. You could sense the joy he took in showing others his craft. In essence, leaders are meant to give – it's not a zero-sum thing – an abundance mentality.

 

In 2008, I was promoted from a field position to become Vice President of Operations. I left a hotel that had just done great things because of an amazing team. That river was rushing forward. I was actually able to talk one of my former mentors into taking the leadership role there, and I'm happy to say he shepherded that team to numerous winning years after I left.

 

So this is what happens sometimes; you get credit for an outcome, and your employer says, “We would like to duplicate that outcome across the enterprise or department or store, etc.” Often the only real qualification you have is that you did it once or twice on a smaller scale – that was me. I had a stellar track record, yes, I had been the recipient of opportunities ripe for change and was able to (mostly) lead the charge and see success. But this was different altogether.

 

Leading at scale is quite different. When I was at a single location or in a single raft, as it may be, I was right there with my team, in the raft – feedback was immediate, as were course corrections and adjustments. Scale requires ensuring that your other river guides are equal to the task – trained, motivated, committed, and engaged. It’s way less process and way more people – leadership on steroids. The thing I noticed immediately was that my feedback loop would have to change.

 

Being away from the raft on the banks deprived me of one of my strongest attributes – presence, closeness, and an understanding of what made each of my team tick. Gaining that from our office outside of Washington DC for a property in Texas or Florida wasn’t the same. A new challenge, a new chance to embrace change.

 

Now, let's dive into the main parts of the chapter where we will explore how you can motivate and inspire a positive work culture among your team as a leader.

 

Understanding motivational theories

 

Before we dig deeper, we need to know what motivational theories entail. In brief, motivational theories are psychological frameworks that seek to explain why people behave in certain ways and what drives them to take action. These theories help us understand the underlying factors and processes that influence human motivation. As a leader, understanding these theories is important because it allows leaders to inspire and guide their teams more effectively, recognizing what motivates individuals to achieve their goals and perform at their best.

 

Also, understanding these motivational theories can help you tailor your leadership approach to meet the unique needs and desires of your team members, ultimately fostering a more motivated and engaged workforce.

 

So, here are a few key motivational theories that can guide your leadership:

 

l  Maslow's Hierarchy of Needs: This theory suggests that people are motivated by a hierarchy of needs, starting with physiological needs (food, shelter) and progressing through safety, love and belonging, esteem, and self-actualization. As a leader, it's important to address these needs in your team to keep members motivated.

 

l  Herzberg's Two-Factor Theory: Herzberg proposed that there are hygiene factors (factors that prevent dissatisfaction) and motivators (factors that create satisfaction). To motivate your team, focus on not only eliminating dissatisfiers but also enhancing motivators like recognition and achievement.

 

l  Expectancy Theory: This theory states that individuals are motivated when they believe their efforts will lead to good performance, which in turn will lead to rewards they value. As a leader, you can motivate your team by ensuring they understand how their efforts will lead to positive outcomes. And don't forget to reward them when they give extraordinary performance.

 

l  Self-Determination Theory: This theory emphasizes autonomy, competence, and relatedness as key motivators. Provide your team with opportunities to make choices, develop their skills, and build strong relationships to enhance motivation.

 

l  Goal-Setting Theory: Setting clear and challenging goals can motivate your team to achieve higher performance. Ensure that goals are specific, measurable, achievable, relevant, and time-bound (SMART).

 

l  Equity Theory: Employees compare their input and output (contributions and rewards) to those of their peers. As a leader, strive for fairness and equity in the distribution of rewards to prevent demotivation.

 

l  Reinforcement Theory: This theory focuses on the consequences of behavior. Use positive reinforcement (rewards) and negative reinforcement (removing unpleasant consequences) to motivate and shape desired behaviors in your team.

 

Creating a positive and inclusive work culture

 

If you can consistently promote inclusivity and positivity in your leadership, you can create a work culture where all team members feel valued, respected, and empowered to contribute their best. Also, creating a positive and inclusive work culture is essential for fostering a thriving and diverse team.

 

Here are some key steps to achieve this:

 

l  Lead by Example: Being a leader must force you to take some bold steps. You should be willing to demonstrate inclusivity and positivity in your behavior and interactions. Your team will take cues from your actions. If you can do this, your team will follow suit either consciously or subconsciously.

 

l  Clear Values and Mission: You are required to establish clear values and a mission statement that emphasizes inclusivity, diversity, and a positive work environment. Communicate these values regularly.

 

l  Diverse Hiring: Promote diversity in your recruitment and hiring processes. Also, you need to ensure that your team reflects a variety of backgrounds and perspectives.

 

l  Training and Education: You should provide training on diversity and inclusion to raise awareness. Doing this will also promote understanding among team members.

 

l  Open Communication: Create a culture of open and respectful communication. Encourage your team to share their ideas, concerns, and feedback.

 

l  Zero Tolerance for Discrimination: Make it clear that discrimination, harassment, or bias will not be tolerated. And ensure there are effective reporting mechanisms in place.

 

l  Mentorship and Support: Implement mentorship programs to support the professional growth of underrepresented groups within your team. As a leader, you have to set things right by ensuring that your team grows as you and the organization grow too.

 

l  Celebrate Differences: Recognize and celebrate cultural, religious, and other differences within your team. You might consider events or initiatives that promote inclusivity.

 

l  Feedback and Improvement: Regularly seek feedback from your team about the work culture and make improvements based on their input. Feedback is crucial. It reveals the outcomes of your actions or tasks you execute.

 

l  Recognition and Rewards: You should recognize and reward behaviors that contribute to a positive and inclusive work culture.

 

l  Conflict Resolution: As a leader, you must develop effective conflict resolution strategies to address issues promptly and constructively.

 

l  Work-Life Balance: You as a leader should encourage a healthy work-life balance to prevent burnout and maintain overall well-being.

 

Inspiring and empowering others

 

I want to be inspired. Seriously, I love getting fired up. Whatever the task ahead, feeling that adrenaline that comes with the excitement of inspiration – wow.

 

I have told you about my wife some – she is awesome – and no, that’s not obligatory because we are married – she truly is. She is gifted in so many ways and has all of these talents and skills I don’t – jealous but thankful I get a courtside seat!

 

She has always loved to exercise. Also, she can push herself further than most through sheer resolve. About 4 years ago she said, “You know, I think I want to become a fitness instructor and trainer,” and I was like you should go for it while silently knowing this would require more gym time by me. Her motivation behind this was simply that she wanted others to experience the way she felt after a great workout and encourage others. Like I said, she is awesome.

 

So, she set out to get certified and worked with another trainer at our gym to learn the ins and outs and wouldn’t you know it – she did it – and she loves it. As I sit here today writing, she is planning tonight's High-Intensity Interval Workout class (HIIT) and the coordinated music.

 

The lesson here is she found something she loves, and it turned into a job. I think we can all find what we love no matter where we are. I believe every role will have parts that you won't like – that’s part of it, but lean hard into the thing you love – for me, it was leading and inspiring others to see their possibilities. That gets me fired up! I navigated the mundane to enjoy the excellent.

 

Now, how do you inspire and empower others as a leader? You need not rack your brain over that. Let me share with you some strategies that will help you inspire and empower your team to achieve their best. Here are how you can go about  it:

 

l  Be a Servant Leader: After you have led by example, the next thing you want to do is embrace the philosophy of servant leadership. In this type of leadership, you prioritize the needs of your team above your own. Act as a supportive and empathetic leader who serves and supports your team's goals and well-being. When your team sees your commitment to their success, they are more likely to be inspired and empowered to excel.

 

l  Communicate a Compelling Vision: Paint a vivid picture of the future and the goals you want to achieve as a team. Importantly, you have to help your team understand the "why" behind their work and how their contributions fit into the bigger picture. When team members have a clear sense of purpose and direction, they are more likely to be motivated and empowered to work towards those goals.

 

l  Provide Autonomy and Encourage Growth: You need to empower your team by giving them the autonomy to make decisions within their roles. Trust them to take ownership of their work and be accountable for their actions. Additionally, offer opportunities for growth and development. In addition, you should support your team members' professional advancement through mentorship, training, and challenges that expand their skills and responsibilities.

 

l  Foster a Positive Work Culture: Create a workplace culture that values collaboration, inclusivity, and positivity. Build a sense of belonging and community within your team. When your team members feel appreciated, supported, and part of a cohesive group, they are more likely to be motivated to excel. Recognize and reward their efforts, and maintain open lines of communication.

 

l  Lead with Empathy: Essentially, you have to understand the needs and concerns of your team members. Show that you genuinely care about their well-being, both personally and professionally. When your team feels heard and supported, they are more likely to be inspired and empowered to give their best efforts. Practice active listening and provide guidance and support based on their individual needs and aspirations.

 

Influencing without authority

 

When people tell me, 'Chris, I want to lead, but I'm not in a leadership role,' I've heard this sentiment countless times. My response is twofold:

 

1.        First, you already are a leader. You can lead among your peers, you can influence those above you, and you can shape how your organization interacts with the market or customers through your actions. Remember, leadership isn't confined to a title.

 

2.        Second, it's important to recognize that followership is a fundamental aspect of leadership. We all need to excel at it. Your ability to follow effectively is a form of leadership itself.

 

The bottom line is, that only you can determine whether you are a leader. No one else can make that decision for you. I promise you, that if you choose not to see yourself as a leader, then you won't be. Don't let that happen; the world needs your leadership, no matter where you are in your organization.

 

So I would love to explain further to you how you can influence without authority. But before then, what do you need to influence without authority?

 

Attributes that help influence without authority

 

l  Expertise and Credibility: You should be able to establish yourself as an expert in your field or area of influence. Share your knowledge and insights to build credibility and gain the respect of others. When people see you as knowledgeable, they're more likely to follow your lead.

 

l  Effective Communication Skills: Hone your communication skills to articulate your ideas clearly and persuasively. Tailor your message to the audience and use compelling narratives and data to support your proposals. Effective communication can win people over, even when you lack formal authority.

 

l  Building Relationships and Trust: You need to invest time in building strong, trust-based relationships with colleagues, superiors, and peers. Trust is the foundation of influence. Once you gain people's trust, they will do as you do or say. And ensure you show genuine interest in other's perspectives and concerns, and be reliable and consistent in your interactions.

 

l  Strategic Thinking and Alignment: Essentially, you have to develop a strategic vision that aligns with the organization's goals and priorities. When your ideas and initiatives contribute to the overall success of the organization, you'll find it easier to influence decision-makers and colleagues.

 

l  Problem-Solving and Initiative: Be a proactive problem-solver. You should also be able to identify challenges or opportunities within your sphere of influence and propose well-thought-out solutions. Demonstrating that you take the initiative to address issues can inspire others to follow your lead, even if you lack formal authority.

 

Now, let's focus on how you can influence people even when you have no authority. If you are wondering if this is possible, yes, it is.

 

Step-by-step guide on how to influence without authority

 

Below are steps you can effectively employ to influence others and drive positive change, even in situations where you lack formal authority:

 

l  Understand the Power of Informal Leadership: Recognize that leadership is not solely determined by a formal title. Informal leadership can be equally powerful. So, you must acknowledge your ability to influence through your actions, knowledge, and relationships.

 

l  Build Strong Relationships: You need to invest time and effort in building strong, trust-based relationships with colleagues, peers, and superiors. Get to know them personally, understand their needs and motivations, and demonstrate that you care about their success.

 

l  Demonstrate Expertise: Cultivate deep knowledge and expertise in your field or domain. You should be willing to share your insights, contribute valuable information, and provide solutions to problems. When people see you as a knowledgeable resource, they're more likely to respect your influence.

 

l  Effective Communication: You should tailor your messages to your audience, using persuasive language and supporting evidence. Engage in active listening to understand the concerns and perspectives of others.

 

l  Lead by Example: Showcase the behaviors and attitudes you wish to see in others. Model integrity, professionalism, and a strong work ethic. By leading through your actions, you set a compelling example for others to follow.

 

l  Identify Common Goals: You have to work to identify common goals and objectives with your colleagues and superiors. Find the intersection between your aspirations and the organization's mission. When your actions align with broader goals, your influence will naturally grow.

 

l  Problem Solving and Initiative: Take the initiative to address challenges and seize opportunities. Identify issues within your scope and propose well-reasoned solutions. Proactive problem-solving can inspire trust and support from others.

 

l  Networking and Alliances: It is nonnegotiable for you to develop a robust professional network. Seek out allies who share your vision or can help champion your ideas. Collaborate with like-minded individuals and leverage their support.

 

l  Embrace Feedback: You should be open to feedback and constructive criticism. Use feedback as a tool for growth and improvement. Adapt your approach based on the insights you receive.

 

l  Stay Resilient and Persistent: As a leader, you must anticipate setbacks along the way. Stay resilient and persistent in your efforts to influence without authority.

 

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