"How do I motivate my staff?" This is a common question and an exciting one for me. This week I started to bring it in relation with resistance to change. I think these two topics are two sides of the same coin.
How do I motivate? How do I remove the resistance to change? The answer in my eyes is "simple" and from the start, I admit it is not easy to actually do it - let's get later to this.
If you impose change on people, they will resist. This is basically wired in our brains. When you provide the space to people to define their own change, they are excited about the things that will come. They are motivated to start their change journey. This means, true motivation and change comes from within.
As a leader, what do I need to do? Something many people don't feel comfortable to do: let go of control. In their respective scope, allow teams to define what they want to achieve and how they want to get there. This means give them the necessary decision-making power and resources. This freedom is exciting and unleashes a huge potential.
OK, I get that... How do I get started?
Letting go of control is scary. So, let's start with something small, an area where risk is small and where your teams and you as a leader can try out, how the delegation of control works in your environment. In this case study, you can find an example in a factory. Another example is giving ownership of the office coffee area. Recently, I am also suggesting to give your people control over where and when they work. Why not?
One last question: how did you feel when you took responsibility over a certain area?
Tim is a change practitioner in the area of innovation and excellence. He is working with teams to accelerate innovation, collaboration and agility.