Motivation is powerful yet a very TRICKY beast! Motivation is one of the most important assets in not only our lives but in our business. How do you define motivation, what does it look like and what does it feel like?
For me, motivation is that tickle in my tummy that makes me want to jump out of my seat and run laps around the block. It’s that ticking in my head that makes me keep going and it’s the tap in my foot as I set at my desk pondering my day. Motivation is a willingness to do something, it’s your drive, it’s your determination and even the one thing that keeps you moving forward amidst any negativity or self doubt.
Let’s talk about some ways to keep the motivation going and how to keep the motivation going within your team. Face the facts…so many factors in our day to day lives can distract us from our goals…things like work, family, children, a nagging boss, responsibilities, an abundance of work or deadlines…to name a few.
As a mentor, it’s so important to focus on what you can change, focus on the differences you can make and lift others up. Negativity can easily squash the most eager or minds and stifle growth. We have an intrinsic desire to succeed, to do well, to grow, to promote in rank, to build a business…but our stinking thinking and past experiences may cause harmful blockers. As a leader, we always want to lift others up, praise and reward for excellence!
Here are ways to keep that motivational fire lit in others!
Treat others as you wish to be treated
Take time out to really map out how you would want to be treated, determine what motivates you…is it praise in public or in private? Is it acknowledging the littlest of successes? Is it just a pat on the back or a weekly check in from your mentor? Are you self driven with unwavering motivation? Communicate your needs with your upline. While your upline may have some incredible super powers in her basket of goodies; one of those super powers isn’t mind reading. Communicate what you need and do it respectfully and honestly from your heart.
Focus on what is being done well or right, not what is wrong
Even in the darkest of moments with a team member, its extremely important to find something they are doing right. Focus on the good, always…and praise the good. When we focus on the wrong, we will single handedly deteriorate not only the relationship we’ve built but we will break down that individuals trust in us and confidence too. For example, say you receive feedback from a customer who is upset with Sally. She claims that Sally hasn’t returned her call for a week and the customer is very upset because she’s been patiently waiting for her product to arrive. What is happening with Sally at that moment isn’t important, what IS important is making sure the customer is happy. You work for the same organization and that one unhappy Sally can hurt your business and the company exponentially. Let the customer know that you will be looking into things and get her number and any pertinent info to contact her. Next, reach out to Sally and if she answers begin with, I’m worried about you…is everything okay? Give her a chance to share. Show empathy and concern…because at the end of the day, you are NOT in her shoes and it’s horribly unfair to assume she was purposefully ignoring the customer. Once you’ve reached her, don’t wait days and days, share contact was made by the customer and give her the opportunity to resolve it. Lift her up by being her cheerleader and sharing that you know she can get things fixed perfectly for the customer. Keep the customer in the know and provide support and guidance to your team member.
If you had taken an offensive mind set and called Sally upset, it’s unlikely she’d have communicated with you and she may have gotten so frustrated that she took no action to resolve the situation. We lift others up by supporting them and point out what they are doing right. Simply taking a negative approach is, can and will demotivate someone.
Don’t play favorites
Have you ever been in the position where you weren’t a favorite and you knew it because you saw it and felt it. How did that make your perform? Did you feel demotivated, devalued, and unappreciated? I’ve experienced this before and it isn’t super easy to deal with. It’s hurtful…especially if you’re a rockstar.
You will have your favorites, you will have people in your lineage that you get along with better than others and you will make friends! All of these things are normal and expected…it’s honestly one of the benefits to being party of a direct sales company. Where the line needs to be drawn is how we show that emotion around others. Do show appreciation in private. Do spend time together outside of team functions and definitely do be friends. Make sure you reward others equally, communicate in an equitable way with everyone, and your favorites aren’t singled out for the fun work or to help you…include everyone equally.
Every member of your team brings value
Every person has a skill and many have skills different than your own; strengths and even weaknesses that are different. It’s unlikely you will be inspired by every single idea or initiative that your team brings to you, but what they share may have lasting effects on others. When a team member asks to contribute a training module to a meeting…lift them up by encouraging them and helping them build the module. This goes for online training, posting, and even online Live training. Discuss their ideas, be open to what the team member is presenting and respect that not everyone learns the same way or finds the same value in the training presented. We are all unique and learn from one another. If you as a leader continually tell your team no, rewrite what they have offered, critique it or call them out on things you don’t agree with…you WILL demotivate and you WILL created turmoil in the relationship. Allow others to shine and don’t be intimidated by their gifts.
Do not share confidential information…don’t gossip
Trust can be broken far quicker that it can be built. Trust inspires, motivates and creates a healthy relationship within the organization and with the mentor. Once violated, trust is difficult to rebuild. We are in a relationship business. One of the quickest ways to demotivate a team member is by airing their “dirty laundry” to other members of the team or by talking out of turn about them to others. Not only does this not bode well for your reputation, it can create emotional turmoil. Always think before you speak and contemplate how your words can and will affect relationships long term.
Engage your team to help with training or sharing their success
One of the absolute best motivators for a team is learning from each other. Highlight your rockstars and ask if they’ll jump on a training call, Live or even create a post to share with others how they achieved their success. Not only with this motivate their person, because they are being singled out with amazing recognition, but it empowers them and helps them learn how to lead by example. The team will appreciate the different perspective and they will be able to learn from a great example. This camaraderie strengthens a team and might even insight some health competition!
Set attainable goals and create challenges
Who doesn’t love to win an awesome prize? What motivates you to win…money, a trip, a meal, or just the praise you will see broadcasted. Are you motivated by competition?
Create fun challenges for your team by setting attainable goals alongside some more difficult goals. Celebrate their success and reward their achievements!
Set aside time each month to connect by voice, with your directly sponsored downline. Discuss their successes, discuss their goals and help them create new goals. Give a challenge to help them boost their business; this doesn’t need to have a monetary reward, just an acknowledgement
How many other ways can you think to motivate your team? What motivates you?