As leaders we want to motivate our colleagues.
But sometimes the statements we use bring the opposite result. For our episode today let’s take the hypothetical example of a team.
The team has worked hard on a project that did not bring the desired results. They are now going into a meeting with their manager to talk about the project.
Imagine you are the manager dear viewer. How would you drive the meeting?
Statement #1: Kudos for trying
When it comes to our children, psychologists say that we should encourage effort so that children learn to work towards their goals. When it comes to adults, praising effort without talking about results is like doing half of the job. Praising unimportant things without mentioning the important provide the wrong message to our team.
Instead: of praising your team members for the efforts that have not materialised say “How can we make sure that your efforts bring results?”
Showing appreciation is motivating. It is our duty as managers to show appreciation to our team. However, we need to be careful.
People remember the first sentence you say example “Unfortunately…”
Statement #2: Let’s try harder
Instead: Let’s “try” smarter
This is the time to share your experience with past projects. This is the time to learn from the project and from each other.
Refocus their energy. We need to talk about strategies and tactics that will help us move forward.
Example: 14 peaks Netflix
You should persist to reach your peak
Story about how he managed to convince the Chinese government to let them climb the last peak.
Statement #3: What have we done wrong?
Instead: What have we done right?
Look internally. If an egg is broken by an outside force, life ends. If broken by an inside force, life begins. Great things always begin from the inside.
If you think about how to change from the inside you have a bigger chance of succeeding. It is no coincidence that all great athletes say they compete against themselves.
Let’s take it to the next level.
There are two types of football coaches those who think about the losses and those who think about wins. If you think about wins, you create an atmosphere that helps the team replicate the success.
For this reason, it is a good practice to end every meeting with celebrating wins however small they might be.