5 Ways to Energize Your Team

As a leader, you have an effect on people. When you leave the room, people either feel taller or smaller. This is an almost super-hero power, but, unfortunately, leaders are often unconscious of it.

5 Ways to Energize Your Team

Photo courtesy of ©iStockphoto.com/Yuri_Arcurs

A few years ago, I met with an author I had always admired. It wasn’t our first meeting; I had met with him a few times previously. I had always enjoyed being with him and left our encounters with a renewed commitment to serve him well.

But this time was different. He marched into the meeting with an entourage of assistants and a heavy dose of entitlement. Something had changed.

My people had worked hard to deliver stellar results, particularly in a tough economy. They had spent the weekend preparing, eager to share what they had accomplished. They had slides, handouts, and (they thought) good news to report.

However, he managed to “snatch defeat from the jaws of victory.” He scowled during the presentation. He was cold and aloof. When we were finished, he asked why we hadn’t accomplished more. He offered a litany of complaints.

His staff—several of them new and eager to look smart—followed his lead. They focused on the hole rather than the donut. In our two hours together, not one of them expressed an ounce of gratitude. It was demoralizing and we left feeling diminished.

On the way to the airport, I did my best to encourage my team. They were clearly deflated. One of my senior people sighed, “He made me feel like an idiot.” Another added, “Honestly, that meeting made me want to quit.” In my own heart, I felt precisely the same way.

My guess is that this author had no idea what he had just done. He may even have thought he was somehow motivating us. Not so much. In fact, he had just shot himself in the foot—maybe even in the head.

He had evidently forgotten that, at the end of the day, everyone is a volunteer. People will only go so far in the performance of a duty. If you want their very best, you have to have their hearts. You can’t demand this or even buy it with a paycheck. You have to earn it.

In my experience, there are five ways to do this:

  1. Assume others are smart and working hard.
  2. Listen intently and ask thoughtful questions.
  3. Acknowledge the sacrifices others have made on your behalf.
  4. Express gratitude for their effort and their results.
  5. Remind them why their work is so important and the difference they are making.

Yes, you can talk about issues that need to be addressed, but it has to be done in a way that leaves people motivated about what is possible.

As a leader, you have more power than you think. You will get more of what you focus on. Next time you walk into a meeting, consider, How do I want people to feel when the meeting is over? Begin with the end in mind.

Question: Think back to a great meeting where you left feeling empowered. What happened to make you feel that way? What happened to your performance? You can leave a comment by clicking here.

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  • http://www.lawrencewilson.com/p/about-me.html Lawrence W. Wilson

    It wasn’t a meeting but an e-mail. One of my up-line leaders noticed something I’d accomplished and sent a brief note that ended with the words “I’m proud of you.” I can’t tell you how energizing that was! I now try to include those words, when appropriate, in my interactions with church volunteers.

    • http://theordainedbarista.com/ Barry Hill

      Great example, Lawrence! I am going to send someone a “proud of you!” email today—thanks for the comment.

    • http://www.jackiebledsoe.com/ jbledsoejr

      Lawrence, although I am very frustrated, I’ll be using those words with my “team”…my family today.  Was just about to vent about some frustrations with the kids and the need of more support from the “Mrs.”…those four little words will probably serve us all much better.

      • http://www.lawrencewilson.com/p/about-me.html Lawrence W. Wilson

         I  totally agree. I’d love to hear how it turns out.

      • Jim Martin

        Your last sentence is one that I want to remember (and I suspect many others who read your comment).  You are right those four words will probably serve our families better.

        • http://www.jackiebledsoe.com/ jbledsoejr

          Thanks Jim.

    • http://michaelhyatt.com/ Michael Hyatt

      Those four words are SOOOO powerful. My boss at Thomas Nelson was the first person I have heard use these on the context of leadership. It made my heart sing!

    • http://www.fromhispresence.com/ Jamie Rohrbaugh

      I’m with you on that, Lawrence… any chance “words of affirmation” are your love language too?

      • http://www.lawrencewilson.com/p/about-me.html Lawrence W. Wilson

        Great guess, Jamie!

    • http://www.mondayisgood.com/ Tom Dixon

      Great encouragement to tell others when we are proud of them – thanks! I’ll use this week with my team as I see opportunity.

  • http://www.flurrycreations.com/theblog John Bergquist

    Thanks Michael. I am sad to repot that over my professional life ( 20 years) that I’ve witnessed more of the bad than the good. I have had a few leaders that have left me and those I worked with inspired and empowered. I try to bring what I learned from them to every leadership experience. My wife and I just rewatched We Were Soldiers. Watching the portrayal of Gen. Hal Moore lead during some of the most stressful moments possible is incredible. We need many more leaders like that in every company, church, family, shcool and non-profit.

    • http://michaelhyatt.com/ Michael Hyatt

      Col. Moore is one of my heroes. Totally inspiring. Thanks, John.

  • http://www.danerickson.net/ Dan Erickson

    At my work, whenever I have a meeting with the current dean, I feel good.  She always acknowledges my ideas and praises my work.  She seems to want me to do well and succeed as a faculty member and department chair.  There’s been no announcement yet, but it looks like the new teaching position I asked her for is top on her list and has the most logical and statistical support.  Now it’s up to the college president to make the final decision.

    • http://www.MicheleCushatt.com/ Michele Cushatt

      There’s nothing more energizing than working for someone who truly wants you to succeed.

    • Jim Martin

      Dan, wow this is impressive.  Your dean sounds like a very wise person and a very good leader.

    • http://michaelhyatt.com/ Michael Hyatt

      Congratulations to you, Dan!

  • http://sparkvoice.wordpress.com/ DS

    It’s always disheartening to be pulverized during a meeting, especially when your team performed their best.

    A couple of years ago we embarked on major project to plan and deliver training across a large manufacturing site.  We were told the entire time at every meeting how important our contributions were, and what was at stake, as well as the fact that we had the full support at the highest levels of leadership.  Our entire team wanted to deliver – wanted to work extra – and contribute to the plan.  We did it!  We were congratulated and our contributions were reiterated.  It was very empowering.

    • Jim Martin

      What a great story!  I suspect this kind of leadership created some lasting, positive memories for your entire team.

      • http://sparkvoice.wordpress.com/ DS

        It definitely did.

    • http://michaelhyatt.com/ Michael Hyatt

      Thanks for the positive example!

  • Wes Roberts

    I agree, Michael, no fun to be marginalized like you and your team were in that meeting.  Felt the same way last fall when leaving a very important small conference in which I been asked to participate.

    Amazing, in a way, how people can subvert so quickly the good and the true others are offering.  A wise early mentor of mine would say in moments like these, “Watch out when people get too big for their britches.”

    Thanks, one more time, for the wisdom shared today.

    • http://michaelhyatt.com/ Michael Hyatt

      Thanks, Wes. I appreciate that!

  • Owen D Baker

    Identification is critical to the process. I have to signal to the team that I identify with what it is that they are doing and the sacrifice that they are making. Remembering that outside of the work we’re doing, each of them have lives of their own, dreams that they too want to achieve.

    If they don’t get the sense that I care about what they’re up against, buy-in comes at a high price. My just-released mini book addresses this very topic.

    Owen D Baker

    • Jim Martin

      Thanks very much Owen.  Great reminders for us all!

  • Jonathan Harrison

    What a powerful question!
    “How do I want people to feel when this meeting is over?”

    I have found this question to really help me personally, and I have found that I need to ask myself a few more questions to stay on track:

     “If I want people to feel this way, then what must I do to ensure this is the outcome?”

    Then monitor all of my responses and comments by quickly (in my head) asking myself:

    “Does this directly support the goal I have for this conversation/meeting?”

    If not,  then I do not share it.


    • Jim Martin

      Jonathan, you are right.  Michael has raised a very powerful question.  Your questions are also excellent.  I particularly like your first question: “If I want people to feel this way, then what must I do to ensure this is the outcome?”

  • http://twitter.com/MichaelCaney Michael Caney

    Guilty as charged. As a leader, there are times I have left a meeting knowing I unintentionally deflated the room. Awful feeling of guilt. I’ve had to spend time sitting down with team members owning those failures because if I don’t, the times I run a good meeting won’t matter. This is a greast post. Thanks, Michael

    • http://www.MicheleCushatt.com/ Michele Cushatt

      Great approach, Michael. I admire how you own it and address it directly.

  • http://twitter.com/nicfergus Nic Ferguson

    Thanks Michael.

    It is important to recognise and be responsible with the ‘power’ I have in my spheres of influence, whether at home with my wife and children, or amongst those I work with in a professional capacity.

    This is a helpful reminder that my goal should always be to consider how I can impact another’s sense of value in addition to their performance, behaviours and even attitudes.



  • http://sukofamily.org/ Caleb

    Just recently we had an all day planning meeting and it was one of the best meetings we have had in a long time. Everyone came away feeling encouraged, ready to work and unified.  Honestly I think there were a number of factors that lead to the great results. 
    1. An affirming atmosphere
    2. The freedom to laugh together
    3. the chance for equal participation
    4. Focusing on what we can do rather than what we can’t do

  • Graham Scharf

    I think that the common element in meetings that are empowering is clarity of expectations. It is clear:
    – why we are here and what we will accomplish (agenda)
    – who is leading the meeting (leader)
    – what each of us contributes (stakeholders)
    – what the outcome is (vision)

    Even a weekly team meeting that has these elements can be a launchpad for meaningful collaboration.

    • http://theordainedbarista.com/ Barry Hill

      This is great stuff! I really like how you presented these clear expectations even for a weekly team meeting!

  • http://www.the-white-stone.blogspot.com Brian Owen

    “At the end of the day, everyone is a volunteer.”  So true.  A healthy, high-functioning team is made up of volunteers who choose give their best.  Thanks for the reminder.

    • http://www.MicheleCushatt.com/ Michele Cushatt

       I loved that line! So powerful.

  • http://www.irunurun.com/blog/ Travis Dommert

    Loved this.  So the question is…what if this isn’t your client, but rather your CEO?  

    I experienced this after the first company-wide quarterly call of a new CEO in a previous firm.  People were so expectant, but came to me crushed in his aftermath, saying things like “I don’t ever want to be in a meeting with him again” and “What was he thinking?”

    I tried to broach the topic, but it didn’t go well.  His response was that we all needed to “toughen up”.  He just didn’t get it.  Two years later I gave up and moved on.  What could I have done differently?  (Perhaps, I still could…)

  • http://www.mattmcwilliams.com/ Matt McWilliams

    I think the problem for many leaders (OK, me) with those bullets is that they all require me to admit that:

    1. I am probably not the smartest person in the room.
    2. I didn’t get here by myself.
    3. My idea is probably not going to be the best one.
    4. I need help to make a wise decision.

    Once I realized that all of those were true, I was on the way to being a great leader. Prior to that…I sucked.

    • http://theordainedbarista.com/ Barry Hill

      Wow—great wisdom here!

    • http://www.dalecallahan.com Dale Callahan

      Right on target Matt. If we can focus on these things with all this humility then we might get something done. Now if I can just find where I left my humility!

    • Jonathan Harrison

      wow – profound simplicity here Matt.

      Do I get it? Not nearly enough.

      • http://www.mattmcwilliams.com/ Matt McWilliams

        Simple to understand, yes. 

        Simple to implement, no.

  • http://www.waynestiles.com/ Wayne Stiles

    I think one of our greatest jobs as leaders is to encourage others. However, the challenge is how to make someone feel encouraged even when you’re giving them bad news. Tone, body language, and regular affirmation go a long way.

    • http://www.MicheleCushatt.com/ Michele Cushatt

      Good point. “Encouragement” doesn’t mean you hide or water down the truth. It’s tricky (but possible!) to be direct and deliver hard news while still keeping the energy and motivation high.

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  • http://twitter.com/deandeguara Dean Deguara

    I really needed to read this. I would have to say Saturday as I lead a tour for a group that is looking to relocate their company. They were encouragers and extremely grateful that I would take a Saturday an do that for them. With that kind of attitude I would burn a few more Saturdays for them.

  • http://www.buckleadership.wordpress.com/ Justin Buck

    Great post, Michael. Unfortunately, I think we’re stuck in the “carrot” and “stick” mentality. We need to realize that, in order to lead effectively, we’ve got to get off the high horse and come alongside our teammates, encouraging and working together with them to achieve our common goal. True encouragement and true leadership is about relationship, not punishment or reward. Your post does a great job describing this from both sides.

  • http://www.dalecallahan.com Dale Callahan

    Seems all of this is about focusing on someone other than yourself. When I find myself in those rare moments of wanting to help others grow – amazing things happen. But when I am like that author – everybody , including me, walks away  deflated. 

    Perhaps we should always ask – “How can I help them grow out of this experience.” Then even the lack of delivery becomes a wonderful teaching tool. And I usually learn the most.

  • http://AnnArborRealEstateTalk.com Missy Caulk

    As a team leader, this is great…thank you. I need to send more encouraging emails. 

  • Cherry Odelberg

    Wow!  To make people feel taller, not smaller. I particularly want to do that with the youngsters I teach. The phrase I have found most encouraging and motivational from my leaders is, “this is what needs to be done.  I think you are the person who can do it.”  I remember one supervisor who was exceptionally good and consistent at communicating that encouragement.  To this day, I would follow him anywhere. Other leaders began with that positive vision but ended up powering out and flailing, much like the author you describe. 

  • http://alanemeyers.com/ Alan Meyers

    How true that is, I have been in tons of meetings where many of us weren’t valued. The team missed out big over a couple of years and ended up failing when we could have done so much better. I also missed out on growth and productivity, you can bet I won’t stay on a one man show again. 

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  • http://juliesunne.com/ Julie Sunne

    I edit for a company on the other side of the country, so I never attend face-to-face meetings; however, the managers are experts at making their editors feel like integral members of the team. I often receive emails commenting on how invaluable we are to the company; we always receive wrap-up messages thanking us for completing a difficult project. 

    Just this past week, I received a gift in the mail expressing the company’s (and my direct bosses’) appreciation at my 3 years of service (never mind that I’m past my 4th year. The point is I never expected the gift, and am now much more encouraged to do my best work for them–and to stick with them! 

    • http://www.MicheleCushatt.com/ Michele Cushatt

       Great story, Julie.

      • http://juliesunne.com/ Julie Sunne

        The power of effective leadership illustrated.

  • Andrea

    For me it was a mandatory team dinner meeting. I have to admit that I was cheesed off about it because it was outside of work hours but the boss insisted I be there. I whined I complained I kicked the curb but I did show up.

    Much to my embarrassment part of the purpose for the meeting was to honor my contribution to the current project by honoring me with the Customer Experience/Satisfaction award.

    It seems my long hours dealing with “difficult clients” paid off.

    Every time I look at my little plaque I get a chill and it helps me say to myself that what I am doing does get recognized.

    Since then I’ve always made sure to recognize other team members when they are doing a wonderful job, not just to them, but I always include it in my weekly report so that management knows just how much the team pushes to support each other.

  • Cheryl Wagner

    Michael, you have just inspired and encouraged me. Thank you, inspiration and encouragement are always appreciated!!

  • http://www.jackiebledsoe.com/ jbledsoejr

    Wow, how timely is this message for me?!

    Perfect timing, I was about to go all out ranting and raving about some disappointments with my team…specifically my partner.

    The “team” I am leading is my family, which of course makes my “partner” my wife.  The kids have not been acting the best way I “think” they should, I feel I could use a little more support from my spouse, etc etc.Reading this post probably saved a big blunder on my behalf, a bunch of frustration, and some dis-empowered members of my “team.”  Thanks for this timely post Michael!

  • Eleanor Swan

    This is very encouraging and very Valuable.  I am Thankful for you.

    • http://www.jmlalonde.com Joe Lalonde

      Eleanor, Michael did a great job with this post, huh? What was the most valuable piece of information you got from it?

  • http://twitter.com/quirkycity Heather C Button

    we have students and interns in our office, and often they have to do (paid) overtime to get deadlines done. i know some people feel that compensation should be enough, but as they often don’t plan for these last-minute deadlines, i try to thank them for their time and effort because i know what it was like to be in their position, and simply want acknowledgement that i met their deadlines, or in one case, not be berated for my effort. i vowed never to treat employees like that.

  • http://www.clayproductions.com/aaron/ Aaron Johnson

    I have two supervisors who is great at this because they do one thing really well: They get specific. When they mention something in a meeting, it’s not just, “You’re doing a good job,” but it’s about a detail, or they tell a story about how my work affected them or someone else.  It’s amazing how much noticing and mentioning the details can encourage someone.

    • Jim Martin

      Aaron, thats for this important reminder!  Your are right.  Being specific when affirming someone is very, very powerful.

  • http://anniekateshomeschoolreviews.com/ Annie Kate

    Yes, I’m planning out responsibilities for my 4 homeschooled kids while I’m away from them for a whole week, for the first time ever.  House, schoolwork, meals….  It’s quite a list.

    But they know they’re on the team, they know that even when I’m home we’re in this together, and they know that my husband and I can count on them.  He’ll be home, but working like mad, so it will fall on their shoulders…and I know they can do it.

    Great post, to remind me of how to approach this.  Thanks.

  • Francesmannion

    Wonder how many managers realise how expensive negative performance development reviews are. Some managers are so critical that staff leave; which is performance development of an extreme sort ie the savez to find the exit door. Public sector and quasi public sector (large organisations that ape public sector culture) are the worst. Managers promoted from within who have procedures, but no savez, no sence in how to motivate staff.

  • http://7feetnorth.com/ Heather Goyette

    “At the end of the day, everyone is a volunteer.” Wow! I have never thought of it like that, but it’s so true. Thinking this way can really change how you lead. Of course all the people on the team I lead are volunteers…

  • Sean Sanz

    Great post, I especially like the notion that “everyone is a volunteer,” because if you can’t lead well, you’ll lose your very best talent.

  • http://www.joshuabfarrell.com/ JB Farrell

    I especially like number 5.  As a young kid (13) I detasseled corn, I assumed it was some sort of torture for which I was to be paid.  Several years latter I became a manager for a Seed company and was responsible for their entire detasseling operations.

    I then understood how vital to our success those 13-16 yr kids were.  I constantly reinforced how important what they did was to the crews and their leaders. 

    When a newspaper reporter came by to talk with one of my crews, they were shocked that the teenagers enjoyed what they were doing.  

    Doesn’t everyone really want to believe what they do makes a difference?

    • http://www.jmlalonde.com Joe Lalonde

      I’m with you JB. If you feel your task is unimportant, your work will show it. 

  • Pepper

    This is so spot-on… oddly I was just explaining to a coworker about something that shifted with my VP that I couldn’t put my finger on.  When it said, at the end of the day everyone is a volunteer– it hit me.  Like Michael said, “If you want their very best, you have to have their hearts.”  It was amazing to read this and have that ah-ha moment! Thank you!

  • http://successbeginstoday.org/wordpress John Richardson

    I think the secret is good ongoing communications with the team. Blasting people in a meeting for poor performance or berating people over the coals for a missed deadline is just asking for poor morale. Staying in touch with the team on a daily basis is the best way to have positive meetings. No surprises. The leader know what is going on.

    • http://twitter.com/robertkennedy3 Robert Kennedy III

      THis is awesome advice John.  Proper communication really IS at the root of many issues.

      • http://successbeginstoday.org/wordpress John Richardson

        My good friend, Rosa Say, wrote a book entitled Managing with Aloha. In it, she advocated a “daily 5 minutes” plan. This meant she would meet with at least one of her team members daily for 5 minutes. With this plan she was always in contact with the team, and she had a sense of what was going on. Since she met with different members of the team regularly, she was able to tell if there were issues brewing. The face to face meetings and open door policy built morale. This led to positive and constructive meetings, instead of gripe sessions and beratement when things went wrong.

        • http://twitter.com/robertkennedy3 Robert Kennedy III

          That’s an awesome policy.  I try to do that in an pretty organiz way regularly.   But having a deliberate plan to do this is worth looking at.  Thanks for that.

    • Jim Martin

      What great suggestions, John.  What you are saying regarding ongoing communication is so true.

  • http://kimanziconstable.com/ kimanzi constable

    For years I was a part of a team where management made everyone feel worthless. No one worked as hard as they could and didn’t do anything beyond what was required. 

    The sad part is they still haven’t seen it. My friend is still there and he says things haven’t changed. It IS hurting their bottom line. 

    • http://www.jmlalonde.com Joe Lalonde

      That’s sad Kimanzi. You’d think after awhile someone would wise up and begin to change.

  • http://twitter.com/robertkennedy3 Robert Kennedy III

    This is such a neat post.  Most often, we think so much about ourselves that we never think that others make sacrifices for us regularly, with their time, with their energy, etc.  Number 3 hit home for me.

    • http://www.jmlalonde.com Joe Lalonde

      Good point Robert. Focusing on others helps us realize what they’ve given up and how we should respond. 

  • Suzanne de Cornelia

    I can think of many affirmative meetings in the years of my former career–managing multi-million dollar highly complex design construction throughout the U.S. (I left after a $1M accident ended my career).

    Here’s the way I handled one like Mr. BigShot author above:

    I was managing a $36M corporate renovation and having difficulty getting needed answers from a managing partner, I needed for his personal swing space where he’d be moving while his office was remodeled. There were over 500 people moving in stages, and he hadn’t answered my emails, calls, while running out of time. I ran up one night at 6PM to catch him for the answers needed. He screamed like a crazy person. I got the info needed, and shaking returned to my office, closed the door and sat there stunned, thinking what to do. I decided to overproduce.

    I stayed until 4AM and made three extremely fine, very detailed pencil drawings on vellum–that gave him three options. Mind you, we were relocating two floors of 100+ people that weekend to demo the those floors. I left them on his desk, took a cab home, slept a few hours and was back at 8AM.

    He walked in all sheepish and thanked me. ‘Boy, you’re talented, quick too. I’ll go with #1. Looks great.” 

    What probably happened with the author, is that he doesn’t know the nuts and bolts that well, hired some hot-shot who blew smoke, and you all got burned. It happens.

    • Jim Martin

      Great story Suzanne.  Thanks for sharing this.  It is amazing how difficult some of us can be (the managing partner).  Our behavior (or our neglect) certainly can impact a lot of people.

  • http://www.paulbevans.com/ Paul B Evans


    Thanks for the way you motivated the Platform Team last night!


    • http://michaelhyatt.com/ Michael Hyatt

      Thanks, Paul. I’m just sorry we couldn’t spend some time together. I so respect your business acumen and heart.

  • Pastor Joseph

    I just signed up to receive your blogs on leadership.  We are off to a great start!  I need to hear more from you.  Thank you!
    Pastor Joseph Meyers

    • http://www.jmlalonde.com Joe Lalonde

      You won’t be disappointed Pastor Joseph. Michael pumps out some great content.

    • http://michaelhyatt.com/ Michael Hyatt

      Thanks, Pastor Joseph. I am honored.

  • http://lovegodlovestudents.com Matt McGill

    great post! thanks!!

  • http://twitter.com/EFTFreedom Ben Ross

    It’s a shame that there is so many places where bosses don’t treat the staff well. They focus on ‘the customer is always right’ thing and ignore the staff.

    Leaders and bosses who can connect with the staff, remind them of what they are working on and actively get them involved in that and happy to work towards it are the ones that I connect with the most. I haven’t found that very often.


  • http://www.fromhispresence.com/ Jamie Rohrbaugh

    This may sound funny, but every time I have felt empowered and pumped up as a result of a meeting, it’s because the person I was meeting with took the time to care about me and relate to me in a “real” way – and spoke my “love language” (as in Gary Chapman’s “The 5 Love Languages”). I’m into words. Words mean a lot to me. When people speak to me in a positive, encouraging way and affirm me, I’ll move heaven and earth for them. I always try to do a good job with everything anyway, but kind, loving words mean so much to me that they take me to a whole new level of motivation and inspiration.

    • http://www.jmlalonde.com Joe Lalonde

      Doesn’t sound funny at all Jamie. Great meetings are all about meeting each other on the level of the other person. Sounds like the people who empower you have met your needs and you’re pumped to meet theirs. 

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  • Carolyn Thomas

    Good one!! channel of jesus

  • http://twitter.com/LisaColonDelay Lisa Colón DeLay

    Just the acknowledgement of my contribution gave me a boost to work even harder. You always want to know that you are making a helpful difference.

    • Jim Martin

      Lisa, so true.  The acknowledgement of one’s contribution really does matter.  Just recently, a man sent me a note simply acknowledging my work on a project.  That meant a lot.

  • Susie

    Love the 5 tips.  Thank you!!

    Curious – are there guidelines for writing (or personal guidelines you follow) about when it is ok to vaguely
    reference someone – including if the reference isn’t flattering? 

    books such as Boundaries often state at the beginning that any
    stories they tell are not intended to represent any specific person or
    situation, yet blogs seem to take more liberty.  Are there guidelines that
    differ between blogs and books, and what general guideline do you follow to be
    comfortable telling a nameless story about a person?


  • http://www.julieswihart.com/ Julie Swihart

    If you are a leader, please DO THESE FIVE THINGS NOW!! 

    • Jim Martin

      Wow.  I really like what your church music team did, Julie.  Sounds like a very encouraging, gracious practice.

  • Karwendasibbs

    l always  followed my pastor wheresoever he went,one time he stood to share  to the church and in the process of his message he commented by saying “all the time when he’s with me he fills smaller” l have heard about this kind of comment from so many people ,can this be it?

  • https://twitter.com/JimClaussen Jim Claussen

    Great story and tips. What’s the saying… “people don’t remember what you said, they don’t remember what you did…. they remember how you made them feel.”  Also, a key word that stands out for me in this post is “gratitude.”

  • MarcelinoGauguin

    I think of a meeting where the facilitator was clearly
    a) emmotionally engaged with us
    b) well prepared
    c) excited about the work
    d) convinced of our ability to make a difference
    This definitely left us empowered and lifted our spirit.

  • http://twitter.com/ron_sparks Ron Sparks

    Nice article, tho I feel the need to say I am getting just as much out of the conversation it has sparked in the comments! It’s great to hear others wisdom.

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  • Rsblonde29

    This is my situation….I have an amazing team!  They aren’t the “problem”  the Dr is.  I am energetic and up beat and when I first went to this practice the team was “down”.  I did exactly what you said, all 5 and then some.  Brought the team back up , motivated and ready to take on the entire town.  But, daily the life gets sucked out of them.  We as a team and myself as Administrator have had many conversations with the Dr.,  but to no avail.  This Dr. is totally bringing down the team faster than I can encourage them and I always tell them I appreciate them, but b y the end of the day, the “down” takes over.   Please help me, help the Dr….thanks

  • http://www.leadingyourlife.net/ Jason Pulley

    Some great information and a thought to remember when we walk into work each mornning. Making positive impressions and ensuring others feel important will most definitely build a strong team.
    Thank for the reminder!

  • http://www.liveyourwhy.net/ Terry Hadaway

    It was a strange day. The meeting began with a question followed by opportunities to share insights on the issue. As a team, we honed in on a solution and developed a strategy for implementation. The joy of seeing participatory leadership encouraged everyone involved. The eventual implementation of the plan provided a second boost. That kind of meeting never happened again at that church (at least while I was there). Participatory meetings blur the hierarchical lines making the leadership team uneasy.

  • Marco_attia

    A wonderful blog post. I will definitely be paying more attention to how I impact my team in our meetings. My team are all volunteers and they constantly need to feel apppreciated and valued.

    Thanks for reminding me of my duty as a leader.


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  • Edrin Williams

    A recent staff meeting where we put some real issues on the table and skipped the Minnesota Nice dance left me energized and optimistic about our organization’s future. I remember wanting to work a little harder and sacrifice a little more in order to make the most of that momentum! 

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  • http://www.hayseedreport.com/ Bryan Goodwin

    Wow Michael, I have tried to think back to when I was motivated by someone’s presence and really can’t think of any particular time.

    Yet, I do look back and see that I have between that author to some family members. Thank you for that smack to the face. I needed that.

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  • http://www.MikeVeny.com Mike Veny

    I recently had a meeting that felt very empowering. Gratitude was expressed. I recently learned that gratitude is one of the healthiest emotions you can have.

  • Jahnkar Rayjit

    Primary aim of every business is to earn money.
    And obviously to earn money organization need people so great leaders always earn people and people
    generate revenue for organization .

    how to earn people is an Art, this can be achieved by maintaining the
    balance between organizational interest
    and people interest obviously this is a very thin layer.

  • Roger Richard

    Very well said and encourage team spirit…………..and you have mentioned all the points……that are required for team spirit…. 8we.org

  • http://www.coachingreallyworks.com/ Abe S.

    I love point two. It’s a great tool used in coaching and makes for an excellent to a managers toolkit.
    Asking open questions is an incredible key to coaching and really works.

  • cato cato

    I’ve never heard anyone in senior management compliment anyone ever.