Inspiration

Inspiration is the internal connection a team member has to their job/title/label/place that propels them to achieve independently of their leaders and managers.  When a team member is inspired, they eagerly are engaged from within their role and exceed expectations with high morale while proactively looking for ways to experience personal growth in and outside of their designated position.  When you think of your team members, how many can you say this describes?  

Caution: Motivation and inspiration are often used interchangeably. This is a misconception because they are both very different from one another. Motivation is from the outside and is a tool used by others to move a person along in achievement. Rewards, treats, and trophies are examples of motivational tools. Inspiration is an internal yearning that propels a person to take action and creatively navigate barriers.

Inspiration is created; not bought, threatened, or dangled like a carrot.  Teams need to know they have a purpose, and it’s not just to make profits or hold a place in line.  Here are ways to build inspiration:

Inside-Out 

Since inspiration is an internal drive, the only way to build it is from the inside out.  And the inside-out of your business is your PVMVM or Purpose, Vision, Mission, Values, Mantra.  Your PVMVM is the inner structure of your business, that when leveraged, offers your team and clients a deeper, emotional connection to who you are and what you do.  In the absence of a PVMVM there are only bricks, mortar, task lists, and money, none of which inspire people.  If you want to create synergy with your team, you must have an active and manifested PVMVM.

Purpose = states the needs that the business addresses or solves

Vision= focuses on the future of the company outlining where it’s going, how they’ll get there, and what they’ll do along the way.

Mission= explains why a company exists by answering what a company does, how they do it, and who they do it for

Values= core beliefs of the entire organization that guides each members through their work

Mantra= three or four words that guide people how to behave, what decisions to make, and choose between options of actions.

3 R’s, not 2

Often owners/CEOs, leadership, and managers talk about the importance of having 2 Rs- Roles and Responsibilities.  What’s missing is the third R- Respect.  People are inspired when they know the role they play and the tasks they do make a difference in the lives of people around them.  You convey that by respecting their timelines, needs, value, and place on the team.  It’s more than recognition for a job well done and tasks complete.  It’s truly respecting them as a person and viewing them as an equal partner within the business.

Don’t punish failure

One of the leading characteristics organizations look for in employees during the hiring process is their ability for innovation. On-boarding happens still with the expectation of creativity, bold thinking, big solutions, and work results that shows it. 

Reality happens just as the employee settles into their space. Their excitement, innovation, and boldness begin to wither away as mixed signals come from others. “We like the effort and ideation, but the mistakes and failures, what’s that about?” Focus of the natural failures and missteps that go along with creativity stifles, and extinguishes, the very ability an employee was hired. 

Punishment of failure is counter-productive at home as well. Taking risks, innovation, creativity are all coupled with failure and mistakes. Build confidence and esteem by celebrating them instead and innovation will flow.

Pay people their worth

Whether it’s an allowance, salary, or reward payment for volunteer work, everyone has a number they feel represents their worth. When paid under that number discouragement is an easy emotion to experience. 

Compensation is a lazy way to try and motivate people and studies show it barely makes the top 10 motivating strategies. So why talk about it? Money is a representation for other things that are inspiring or that bring inspiration to someone’s life. It could be using the money for a mission trip, travel and explore the world, cook expensive meals, or learn new hobbies. Taking the time to learn by what a person is inspired and helping them achieve it by offering financial growth is where the inspiration lies. 

Ownership

When tasks are assigned- think projects or chores- rarely is the person given the task asked permission. Often tasks are randomly assigned based on age, seniority, or simple proximity to the person doing the assigning. Not at all inspiring for the task doer.

When intention is applied to task assignment in which the person’s abilities, natural strengths, goals, and other work considerations are taken into account, ownership of the project is cultivated. Obtaining buy-in and commitment by doing the following will lead to ultimate inspiration and faster, more effective results:

1. Help them envision the end result, not the journey. Let them take the process into their own hands so they can truly claim ownership.
2. Make sure help and assistance is available without judgment or criticism.
3. Home in on the WIIFM- What’s In It For Me. When people know they are going to get something out of the task more than a simple “atta girl” the process becomes much more meaningful.
4. Walk through any potential barriers to success and ask them how they intend on navigating them. 
5. Set clear expectations for any reward or recognition they might receive. 

One of my favorite coaches, Bruce D. Schneider, says, “Inspiring is a process where people are stimulated and lifted to a new level of creativity and energy.” It’s about seeing the greatness in the people around you. That is a step toward Team Synergy.