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Five Ways to Energize Your Team

As a leader, you have an effect on people. When you leave the room, people ether feel taller or smaller. This is an almost super-hero power, but, unfortunately, leaders are often unconscious of it.Photo courtesy of ©iStockphoto.com/, Image #309942

Photo courtesy of ©iStockphoto.com/lisegagne

A few months ago, I met with an author I had always admired. It wasn’t our first meeting. In fact, 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 and a heavy dose of entitlement. Something had changed.

My people had worked hard to deliver stellar results, particularly in this 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 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.
Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only recommend products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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Posted on August 18, 2009

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  • http://clientserviceinsights.blogspot.com Leo Bottary

    Excellent advice. It was also terrific that you supported the team the way you did after the meeting. Consider how much worse it may have been if you didn't.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      I think this comes from focusing on what your team needs RIGHT NOW. To do this, you have to transcend your own feelings and needs and be other-centered. Although it is never easy—after all, we are people, too—it is what all truly great leaders do.

      Thanks for your input!

  • http://twitter.com/RichChristian @RichChristian

    Great post. As a church staff member, I have seen this happen both ways in various meetings throughout my 12 years in ministry. Leaders really do forget that they need to be extremely careful on how they approach problems with their staff. Great leaders are able to motivate their teams to higher performance.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      Sometimes people who rise to the top by virtue of their charisma never get to learn this lesson. They think it is all about them. After a while, followers get tired of giving and giving and getting nothing in return.

  • http://leadchangegroup.com/ Mike Henry Sr.

    Did you consider your teammate's request to resign the author? Many times a baseball manager will risk (even succeed) being thrown out of the game in order to protect their players. Sometimes we focus on the offender and they're just supporting cast. Maybe this type of event isn't about the leader that creates the offense but the leader who defends the offended.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      That is a very valid point. I have been in many situations where I realized that they most important thing I could do was support my team.

  • http://www.twitter.com/danieldecker Daniel Decker

    Stellar post. Thank you. Sad when someone tries to lead or control by fear versus love, especially those who are followers of Christ (assuming this author is). When I say love, I don't mean it in the "let's sit around and sing kum-ba-ya and not address problems if indeed there are problems to address" sense but love as in having mutual respect and appreciation for everyone involved, addressing problems in ways that don't suck the wind out of others sails. Personally, I try to remember there are always two sides to the story and my perspective isn't the only one. Before I speak, I ask. Working together wins. Love wins.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      Have you read Love is the Killer App by Tim Sanders. He makes just this point (and many others). It's one of my all-time favorite business books. Thanks.

  • http://jodyfransch.com Jody T Fransch

    I also like and appreciate the fact that you did your best to encourage your team. Leadership in essence, is about relationships and how you deal with them effectively.

    We had a meeting at work just last week and my boss complimented me for a job well done during the first half of the year. He went on to reward me and some of my colleagues by taking us out to a fancy restaurant for breakfast. This really made me feel good and gave me a keen sense of pride in my work. It also gave me the drive to work even harder knowing that I'm making a positive impact.

    Thanks for the post, I'm gonna share it with some of my colleagues at work!

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      I can go a long way on a simple compliment. I think most people can. I don't know why it is so hard for some people to do this. They somehow think their power and leverage is diminished when they do. Nothing could be further from the truth!

  • http://www.twitter.com/danieldecker Daniel Decker

    Follow up to something else you said "If you want their very best, you have to have their hearts." I firmly agree.

    If we get people behind the WHY (vision) then they will care about the WHAT (process).

    The WHY engages the heart. The WHAT engages the mind.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      EXACTLY. I have found that talking about WHY something is important is critical to getting people fully engaged. Heck, it's important to getting ME engaged. Sometimes when I am struggling with something, I have to go back to WHY I am doing. Once I do this, I start getting clarity and can start moving forward again.

  • http://LiveIntentionally.org Paul Steinbrueck

    Great post. I think a lot of it come down to whether you believe your team is there to serve you or you are there to server your team.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      Yes, indeed. This is why Jesus' leadership model was so radically different. He didn't come to be served BUT to serve.

  • anonymous

    Mike, this is an excellent reminder of how to lead people. I do have a question about the flipside (perhaps another blog post, or maybe you have already blogged about it), but how do you handle a person who isn't cutting it. Countless attempts to help lead them along, and encourage them, but really questioning if they have what it takes for their position. If you have blogged about this, can you point to the blog link, that would be greatly appreciated! I do want to try and encourage/save this person, but it may not be possible. Thanks!

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      I'm not sure if I have blogged about that or not. I will need to dig into my archives. Regardless, it is a terrific idea. If I haven't done so, I will add it to my list.

  • http://www.billwhitt.com/blog Bill Whitt

    I'm putting the top 5 list on my bulletin board as a daily reminder. Thanks!

  • Troy

    Part 1 comment: Good post. It is too bad that this author and his team took this approach. Obviously there was an expectation within him that had not been met even though it looked as though the publishing results had far achieved set expectations. Or frankly, something else was wrong and he chose to use this meeting to take it out on–i.e. received a negative email response about his book.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      It does make you wonder, doesn't it? Sometimes people's behavior is baffling until you get the final piece of the puzzle that make it all make sense. Unfortunately, we don't always get the puzzle piece right away. All we can do is support our team and act honorably.

  • Troy

    Part 2 comment:
    This situaiton reminds me how often times Satan uses certain circumstances–people, events, etc (not to imply this author is a non-Believer) to try and "re-wire us"–I Thes. 5:2. We have three voices we listen to:
    1. The voice from above–aligned with word of God and the will of God
    2. The voice from below–kill, steals, and destroys
    3. The voice from within–the counter balance which helps you discern, provides wisdom to best sort it out.
    Obviously in this situation (like a lot that I experience), Satan uses all kinds of circumstances to try to distract and "re-wire" us in thinking and following the voice below.
    Even as Believers, it's not at all easy to get into the "passing lane" in order to get over and take the high road (the voice above) but that is exactly what you did Mike as a leader with your team after the meeting.

  • http://intensedebate.com/people/patriciazell patriciazell

    As an educator, my first job is to capture the hearts of my students. I make sure they know I care about them and am willing to work hard to meet their needs. Then I work with them to encourage them to reach for the stars–for the most part, they end up succeeding in ways they didn't think they could.

    As far as your author is concerned, I hope you discussed his new "approach" with him. It sounds like he might have been getting some faulty advice somewhere. Sometimes we have to tackle the tough stuff with our colleagues and communicate to clear the air.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      I hope I can have that conversation some time. One important thing leaders need to do is to create an environment that is safe for dissent. Too often, leaders become like this, because no one will challenge them. The scary thing is that because it isn't safe, they become even more self-absorbed and egotistical. It's an ugly cycle.

      • http://twitter.com/JeffDenton @JeffDenton

        Michael, if you were the lead member of your team I'd encourage you to pursue this conversation with the author. Every leader must recognize their employees/followers take a risk with any critique; therefore, few are always honest and open. As a pastor and leader I repeatedly ask for honest feedback, but realize most people don't want to offend me by questioning my lead. The ugly cycle you mention is a trap for anyone in leadership who begins to believe all the compliments they receive. I'd hope this individual would sincerely desire to know he'd crossed a behavioral line. Especially since you note he was pleasant to meet with on previous occasions. __ (continued)

  • Colleen Coble

    This is a stellar way you lead by example, Mike! When I'm around you, I think I can climb mountains even though I can't walk and chew bubble gum at the same time. :-) We're blessed to have you at the helm at Thomas Nelson!

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      Thanks, Colleen. You are a FANTASTIC model of how to motivate a team. Whenever I come away from a meeting with you, I am always so energized. I know my team does, too. They are constantly wishing they could CLONE YOU!

  • http://forrestlongart.com Forrest Long

    Great post! It's amazing that such things happen even among Christians, but I have seen it in the church and Christian organizations over the years. How you and your team handled it was commendable. Your list of five is a great response, each one so important.

  • http://evaulian-thebestoftheworst.blogspot.com/ Eva Ulian

    I always believed authors could never get too big for their boots as the effort required by writing tempers that characteristic. Guess I was wrong.

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      In my experience, very few people can handle fame. I don't think human beings were made to carry that weight. It is not surprising that they stumble when they try.

      • http://www.twitter.com/danieldecker Daniel Decker

        This point is so true. The higher someone gets (fame, authority, power, etc), the more susceptible they are to buying into the lie. The lie that EGO begins to tell. A reliance on self instead of others. Weird paradigm but it’s unfortunately the cycle far too often of people forgetting what got them to the top in the first place. They say the top of the ladder is lonely place, I guess so if someone is just looking down instead of extending a hand to pull others up.

  • http://www.wisdomherald.com Dana Crosby

    Thank you for the thoughtful insights. There are so many parts of this that I want to hang on to and meditate on. All leaders (and those who want to lead) should have this template for people building. THANK YOU!

  • http://www.NorthForkCSL.org @DrJackKing

    Great post, Michael. I am happy to say I saw just this kind of approach in the Air Force, particularly in more recent years. The military, as you may know, is one of the country’s largest enterprises. One of our mantras is “duty well performed.” What I discovered while progressing through the ranks is much of the direct control I became accustomed to in the junior years was best exchanged for indirect control as I achieved more senior rank. Said differently, top-down command-and-control management lost much of its appeal as span of control widened. Experience, it is said, is the best teacher. My early years taught me the mechanics of management (planning, organizing, and directing). Along the way, I was introduced to the intricacies of leadership: at first transactional, then transformational. In due time, I became acquainted with the notion—and extreme relevance—of servant leadership. It did not take long to develop an appreciation for collaboration, consensus, collegiality, strategic thinking, change force for good, and the like. People prefer collegiality; they want to feel as though they matter and share responsibility for strategy-making and implementation. My role required me to be present, and I welcomed every opportunity to personally and energetically mentor, model, and develop upcoming leaders. Their expectation of me was no different than what each of us looks to in our leaders today: motivation, encouragement, and moral fortitude, among others. The only way to meet their expectation is to meet them in their heart. Thank you for a very nice post …

    • http://intensedebate.com/people/michaelhyatt Michael Hyatt

      This is a GREAT comment. You should turn it into a blog post of your own. I think you are making some important distinctions here. Thanks!

  • http://twitter.com/JeffDenton @JeffDenton

    (Part 2)
    One of the saddest elements in Michael Jackson's recent death is the number of people close to MJ who've said they wish they'd taken steps to intervene in his poor choices. One family member explained as the behaviors got more bizzare they felt there was less and less they could do about it. What if this was a first step toward selfishness on the part of this author and you had the opportunity to witness it and help correct this brother before it completely becomes who he is? I'd want you to call me.

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  • http://www.tonygoodrow.com Tony Goodrow

    I really like how this applies equally to a paid staff team or a volunteer team.

  • http://wmarkwhitlock.com W. Mark Whitlock

    I would love to know how you handled the author. In a client-based environment, how does one confront a client (or author) who is clearly tearing down the process? I know authors and clients aren't identical twins, but the relationship side seems similar.

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  • http://intensedebate.com/people/markhoroszowski markhoroszowski

    This is a great post! I think there is one additional suggestion that I might suggest – Set people up for success. While 50% of my "empowerment" came from the trust and faith I had in the leader, the other 50% came from the knowledge that the objectives were clearly outlined and we knew what success would look like.

    Thanks for sharing your knowledge!!!

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  • http://www.richkirkpatrick.com Rich Kirkpatrick

    I have never lost by simply thanking people, even for the obvious. Thanks for you reminder

  • John E. Clemons

    Great post Mike. I think it is also important that if the leader can’t do number five, then the leader needs to ask themself why is this person here.

  • http://www.zachterry.org Zach Terry

    Wow. Convicting and thought provoking.

    It so hard for me to discern how best to motivate a staff member who (I feel) is taking advantage of the good graces of the employer/organization. Especially when I like the employee and he/she is obviously talented.

    If I might make a request, when time and motivation allows please write a post about how (if ever) to chastise an employee for poor performance, work ethic, office etiquette, etc.

    Suppose your team had entered the meeting obviously unprepared and having clearly underperformed. How might the author have served them best short of termination of the partnership?

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    Are you a professional journalist? You write very well.

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    I read a few topics. I respect your work and added blog to favorites.

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  • jimkane

    My last church council meeting was three hours long. We had to deal with capital funds campaign, issues related to service times changes and the reason for it, new fiscal year budget proposal, and the like. I made sure everyone was heard and understood. When it was done, I was thankful and pleased with our work. We moved forward. Thanks for the post!

  • http://twitter.com/kellydking Kelly King

    My leadership team retreat is in a few short weeks and I found this to be extremely beneficial. I’m new at following you and have really enjoyed learning from your insights.

  • http://twitter.com/obihaive Joseph Sanchez

    Great post. I think it’s easy for leaders or people of influence to get full of hot air easily. Trying to put the needs/concerns of others is always difficult but should always be considered whenever you’re in a leadership role.

  • http://2020visiononline.org Josh Hood

    I think number 4 & 5 are vital. Showing genuine appreciation helps you keep momentum and build on it.

  • Disillusioned

    This post had a lot of resonance with me as I was on the receiving end of this sort of treatment from a board of church leaders a few months back. Like your team, I was caught off guard completely, and, of course, in no position really to defend myself. This has resulted in demoralized work on my part, and a determination now to find other outlets other than the ministry. I quite simply can no longer give the leadership my trust.

  • Disillusioned

    This post had a lot of resonance with me. I was on the receiving end of this treatment by a board of church leaders a few months back. I was completely surprised by this attack, and was in no position to defend myself. It has left me frustrated and disillusioned. It has also caused me to reevaluate my own interest in continuing in the ministry.

    • http://michaelhyatt.com Michael Hyatt

      I think one of the primary tactics of the enemy is to attack our heart and make us voluntarily withdraw or quit. Knowing this, I now resist. Satan is like a roaring, toothless lion. He can scare us, but he has no real power.

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  • Eric Shanfelt

    Great post, Michael and I couldn’t agree more. I have worked for people who made me feel smart and important and it made me want to work harder than I ever had and make then successful. And I’ve worked for people who minimized the success that was attained and made me feel stupid … I didn’t work for them very long.

    My wife likes to remind me that people will forget what you did, but they’ll always remember how you made them feel.

    • http://michaelhyatt.com Michael Hyatt

      Thanks, Eric. I really like your last sentence. It is so true.

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  • Mark Mathia

    Wonderful! I have been on both sides of that equation. I have yet to meet a leader who stayed on top very long who ignored advice like this.

  • Anonymous

    I am amazed at how people can be so unaware of the wake they leave behind them.  It makes me wonder about what I might be doing to my team that I am completely unaware of.  Unfortunately for this author, the room always feels the same to him.  To everyone else, they know what the environment is like before and after he leaves and generally never tell him the truth because he is so difficult to talk to.

    This kind of situation is a constant reminder to me that I need to work really hard on leaving a positive wake behind me.  Thanks.

    • http://michaelhyatt.com Michael Hyatt

      I think becoming aware is half the battle. Thanks.

  • http://www.cheriblogs.info Cheri Gregory

    I will never forget a workshop given by a college English department chair, called something like “What College English Teachers Wish High School English Teachers Did.”  I attended out of duty and steeled myself to be berated for failing to prepare my students for the rigors of college.

    To my surprise — and utter delight! — the presenter spent the first ten minutes praising us for our hard work and dedication, empathizing with all the hats we wear and stacks of papers we grade.

    She then gave us feedback from college students regarding the one thing they seem TO remember about their high school English teachers: the positive comments we write on papers. She didn’t say anything about all the negative red marks we’re famous (infamous?) for leaving on papers; she simply told us that students SO appreciate the positive, encouraging comments…the more specific, the better.

    With humor, she walked us through a practical Top Ten list of deficits many college freshmen have in the area of writing. She assured us that she KNEW we taught all ten; she was not blaming us for the fact that students arrived at college not knowing them. She then invited us to guess what was on the list. I contributed, “They have no clue what a thesis statement is,” to which she responded, “That’s the top problem we see, and yet when I get one of your students, please know I don’t think to myself ‘Why didn’t Mrs. G teach these kids how to write a thesis statement?’ because I know that you did!  You all do!” She went through the entire list the same way, assuring us of her belief in our efforts while sharing difficult data we needed to hear.

    She closed her presentation by making just one plea.  Since at the college level, the consequences of “sloppy” research can be as severe as expulsion, she urged high school English teachers to spend more time on research: validity of sources, note-taking, citing sources, avoiding plagiarism, and doing one’s own original thinking.

    I left that 50 minute session excited about increasing my effectiveness. I wrote more positive comments on student papers. I found new and better ways to teach thesis statements (and the other 9 issues on the list!) And I wove research skills throughout the curriculum for the entire year. 

    I’ve wondered why this one presenter had such an immediate and lasting impact on me. Your list makes it very clear, as she intentionally did each one. By the end of her presentation, I felt understood, appreciated, and vitally necessary. 

    • http://michaelhyatt.com Michael Hyatt

      Beautiful. I don’t know if you have your own blog, but if you do, you should make this a post. It is a great example of so many things. I appreciate you sharing it.

  • http://livinginthelead.com/ Dale Shafer

    Begin with the end in mind – Habit #2 of Covey’s “7 Habits of Highly Effective People, and it’s a great one. I think it’s very important to express gratitude to your team when they have worked hard for a win. Great post!

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