Leadership and Motivation

If I told you that I had a formula with the aim of giving you the power to get people doing what you wanted them to accomplish and the ability to get them to do it with enthusiasm, would you believe me? I would hope not, yet it seems when you talk to most people about how to lead or motivate people, they seem to have the ability to come up with a few quick and easy foolproof tips. Now wouldn”t that make life easy if all you had to do was read a couple of note cards to lead and motivate people. Yet we all know that there is more to it, you cannot write it all on a piece of paper and a few choice phrases won”t get the job done either. In this explanation of leadership and motivation, I`am preparing to tell you how I perceive the effective use of the ideas on these subjects.

Leadership seems to be perceived by most as a quality that a few people are born with and by means of that trait, people seem to naturally listen to what they say. Now does that proposal really make sense, if you give it some thought? I would hope not, because if that were so true then there would be no way for any person to be a leader unless they had the correct genetic make up. So with that assumption out the door, there must be some other explanation, which can help us understand why certain individuals get this label of “leader” placed upon them and how we can become one ourselves. My experiences and studies would have me believe that there is more than one item, which helps individuals lead others more efficiently than others. I believe that an effective leader must use a combination of different traits, styles, or behaviors to effectively lead the average person or group. This material must also change to accommodate specific situations, special people and a reg.

I will start with the proper traits that a leader should or would want to have in order to lead people capably. The first one being, confidence since it is highly unlikely that anybody could possibly get others to follow if the leader doesn”t believe in his or her own abilities as a professional or director. In addition to that trait, another similar trait would be enthusiasm. It helps the leader get others excited about the cause or task at hand. There are also the other great qualities, which build upon the traits I”ve previously mentioned. These are empathy, being even tempered and having a sense of humor. Empathy is especially important since it enables the leader the ability to place themselves in the individual”s or group”s shoes in order to understand their motives and feelings.

This can have a great affect on the leader”s ability to understand what he needs to do in order to say things, as people would want or need to hear them. The trait of being even tempered also gives people surrounding the leader a sense of confidence that the leader will not fail even when under extreme pressure or simply won”t let their emotions get the best of them and throw off their judgment. Let us not forget, that leaders need to also show a authentic and good sense of humor about themselves and situations of the moment in order to show they too can see the humor in the eccentricities of life. In conclusion, the traits of a leader can have a great effect on his influence and should be given considerable significance.

The style of leadership a person shows is also one aspect that plays a major role in good leadership. Do you have a kind of style that is laissez faire, authoritarian, or democratic? This is an importance question since it has a dramatic effect on your effectiveness in the long term. Laissez faire tends to produce plenty of chaos and confusion since you show no real direction. In addition, Laissez faire tends to not accomplish many real goals or tasks. An authoritarian style will get plenty of small tasks accomplished in the short term, yet will cause your people to eventually develop feelings of anger and resentment. Which will not allow you to maintain this style successfully without creating a lack of both morale and task accomplishment. Now a democratic style will allow personnel the ability to feel active and part of a team. This style mostly consists of the leader keeping everything running smoothly by leading and guiding while allowing the personnel, freedom to do their job without being left alone or barked at. The laissez faire and authoritarian styles are important and in some instances are applicable to the situation that is presented. The aspect of leadership style is of significance and must be looked at in order to use your other abilities properly.

Behaviors of leadership are very essential for the basis that they tie everything that is good leadership together. The behaviors which I believe help leaders be influential are challenging of the process, inspiring a shared vision, encouraging of personnel, practicing what is taught, and empowering their people. Challenging the process is a behavior, which sets a leader apart from his predecessors and allows for the establishment of ideas, which could have big payoffs or learning experiences. This gives the leader”s personnel a sense of exploration and experimentation that could lead to innovations in a task or field. This is coupled by the idea of inspiring a shared vision that everyone should be striving for. This cuts down on the mundane attitude, which says that I go to work and weld seams. I will now say that I`am striving to make the best welds in order to make my final product the best in the industry and I contribute but doing the welds on the product which will!

keep customers coming back. This allows people to feel pride and gives them a vision to strive towards. Good leaders also don”t accomplish much without encouraging their personnel when they have done an excellent job. This includes giving credit where it”s deserved and giving personnel rewards for their achievements. The affect of practicing what is taught should never be overlooked after all how could anybody respect a leader who says on thing and does the other. This will raise serious doubt in followers and will eventually be the demise of a person looking to be an effective and long lasting leader in any person”s life. The last and most important behavior would be last on a list for most managers I have worked for.

That is of course the empowering of people. It is no mistake that people who feel control tend to be happier and more productive employees. After all who gets motivated or excited about a task or job when they feel as if their opinions don”t matter and that they can”t make a difference or influence the outcome anyways. This behavior lets employees get the job done with choices on their part and this gives them a feeling of triumph. A great leader cannot do everything themselves so it is up to them to get the task accomplished through targeting and channeling the use of their employees innovation and expertise. These aspects of leadership are the frameworks by which I believe effective leaders are made out of.

Motivation is a subject, which has confused and perplexed people for decades. It has many forms and can seem to be caused from any number of events. My views fall along the teachings of Frederick Herzberg, John Stacy Adams, and Alfie Kohn. Frederick Herzberg has said that motivation is deep, long lasting, and most importantly internal. Which are of great insight since people tend to only be motivated by things they have an internal want to achieve. There are also two fundamental systems that go with this concept and they are the needs to grow psychologically and avoid pain. These concepts state that we do the things based on the want to simply fill one of two needs. These needs constitute achieving pleasure or to simply avoid a pain that could result by the not making the proper decisions. His theory also states that money is not a motivator and shouldn”t be considered as such. John Stacy Adams believed along with myself that motivation was influenced by the exchange of outputs to inputs. This is a concept, which states that people can be swayed in their motivation by how much or how little satisfaction they receive depending on the work or input they apply to a task.

These comparisons can be with another real or fictional person. These perceptions can cause the subject to respond in many different ways depending on how they perceive the results. Then in addition to the previously mentioned theories, there are the conclusions of Alfie Kohn. These state that a person the simple rewarding and reinforcing of people is not the proper way to motivate personnel either. This is of great interest and insight to me because it helps understand that this kind of behavior punishes people, discourages risk taking, undermines interest, and tends to rupture relationships. Which fails to help personnel get anything accomplished in an efficient manner. These concepts of motivation have given me the insight to realize that no one person can instill their motivation in people. Instead there had to be some spark of motivation there before and through the coaxing of that drive, we can help people achieve their goals.

In closing, if I can leave you with any good concepts on leadership and motivation, they would be that there is no one perfect and fool proof way of conducting yourself. Instead listen to your personnel and feed of their individual and group dynamics. Leadership is helping other people and making suggestions that help accomplish goals, it is not to use control over other people or the ability to get people to do whatever you say. Through a real concern for people and their needs do you really grasp these concepts. Secondly, motivation is not a simple task of giving people a few short sentences that will get them ambitious for life instead it is the support and nurturing of the internal drive, which they internally have already. Through these perceptions, I have tried to help you understand these concepts, as I have perceived them. So give them the thought that they deserve and make your own plan to apply them as you see fit. Yet remember, most importantly; show genuine concern for people feeling and needs in order to maximize your effectiveness.

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