Last week we discussed the four stages of team development and some ideas on how to build a healthy team. Sometimes our team gets off track and disengage. What can we do as leaders to strengthen their engagement? Here are a few ideas to help.
Strengthen Trust
“Demonstrating faith in people is an easy way for leaders to reduce mistrust”
Jamil Zaki
The easiest way to destroy a team is to break down trust. This is something that takes time to develop and a moment to break. The primary way to strengthen trust is being trustworthy. If you say you are going to do something . . . do it. If you cannot follow through or forget, have the humility to accept responsibility, admit it, and not repeat the same error.
Similar to the quote above, extend trust to others. This will be easier for some leaders than others based on past experiences and personality. Demonstrating our belief in others creates a culture where people can risk, fail, learn, and re-enter. This does not mean we have no boundaries, but trust will be strengthened if we assume best intentions first and clarify.
Understand Team Members
We are all different, but we are predictably different. When we take time to understand and value team members beyond just their work performance, they will be more engaged. Think of a coach or leader you had who took the time to know you and learn about what matters to you. More often than not, you were more inspired to work hard for that leader.
To understand the differences in people I use a couple great resources. First, the Maxwell DISC Personality Indicator helps people understand their communication style to speed the ability to connect quickly. Also, I use a Six Working Genius workshop to help people understand the type of work that brings them energy. This increases engagement and productivity. (If you want to learn more about either of these
e-mail me here and we can talk.)
Remind Them of the Purpose
Vision can be like a faucet. . . it leaks. We all get caught up in our job and life tasks and forget why we are doing something. As the leader to keep people engaged periodically remind them why this work is being done . . . beyond financial reasons.
In his book Drive, author Daniel Pink found that the three drivers of motivation for people are autonomy, mastery, and purpose. To take this reminder of purpose deeper hopefully as you took time to understand the team members you found out their personal why. Why do they do the work the do? What inspires them personally?
As you understand their “why” align that with the why of the team and help them see how their why serves the greater purpose. When they see this purpose on a personal level their engagement will increase.
As you look at these three suggestions for improving engagement, which do you need to work on? Want to dive deeper into this on your own? Check out the
Build, Engage, Lead Masterclass bundle with resources to help you grow your team and yourself. Lead Well.
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Zaki, Jamil. “Don’t let cynicism undermine your workplace: How to restore trust and confidence in your leaders – and your organization.” Harvard Business Review, Sept-Oct. 2022, pp.71- 78.
Pink, Daniel. Drive: The Surprising Truth About What Motivates Us. Riverhead Books: New York, 2009.
