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The Art of Inspiring Others

11/06/2007

Chairman's Message

While working on this month's newsletter on the topic of inspiring others, I had occasion to attend the play Saint Joan by George Bernard Shaw. Nothing underscores the power of inspiration than that demonstrated by these two individuals. At the age of 18, Joan of Arc (1412-1431) inspired soldiers to free what is now France from England in 1430 and regain the throne for Charles VII.

George Bernard Shaw (1856-1950) has inspired millions of theatre-goers and readers with his works. He has the distinction of being the only writer to be awarded both a Nobel Prize (1925) for his contribution to literature, and an Oscar (1938) for his play, Pygmalion. His works inspire us to this day.

I hope that you enjoy this month's topic and that you, in turn, become an inspiration to others.

The Art of Inspiring Others

It's not often advice from Jack Welch and Mark Twain are dispensed in the same article. But today, you're in luck! In the course of researching this month's Interim Report, I ran across the following gems:

"The job of any leader is to build self-confidence in the people around him. Make those people feel twelve feet tall. Clap for every achievement, no matter how small, with everybody around you."
- Jack Welch

"Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great."
- Mark Twain

I couldn't have said it better myself. Welch and Twain hit on a key element everyone charged with managing others must thoughtfully consider: how to inspire those who work for us to achieve great things.

Two major points to take away from the quotes above are:

1. Keep a positive and energetic attitude toward everyone on your staff, seizing opportunities to congratulate and applaud when they do well.
2. Believe your people can accomplish whatever they set out to do, before they themselves believe it.

We're all busy. And with the holidays and year-end right around the corner, the last thing anyone wants is an addition to the to-do list. But I am compelled to give you one just the same: make some time before the end of the year to get to know your employees better. Doing so will begin to build the necessary framework for them to trust you, and in turn, trust themselves to take risks, set lofty goals and undertake the impossible.

Ask yourself the following:

How much time do I spend with my direct reports not discussing work?

You cannot possibly get to know someone without discussing personal matters - spouses, children, pets, vacations, etc. An easy way to start a conversation is to ask, "How was your weekend?" This allows your team member to share as much or as little with you as they feel comfortable.

Another way to get your people talking is to sit down at lunch with your group and suggest that only high school sports, current events or the Westminster Dog Show be points of discussion. Both efforts will go a long way in establishing yourself as a person, not just the boss.

When did I last take the time to give a compliment, pat on the back or a simple thank-you to a member of my team ... within earshot of others?

We've written extensively this year on feedback and its importance to everyone in the workplace. People need to know their contribution on the job is noticed and appreciated. It is especially potent when co-workers hear praise given to another, encouraging them to raise the bar on their own performance. When no one is told publicly they are doing a good job, many assume good work goes unnoticed (therefore, why bother?).

Do I make the people who work for me feel twelve feet tall, or two feet tall?

It's time for some honest self-reflection. Do you take the wind out of others' sails when they do well, so that they don't overshadow you? Have you ever diminished a person's accomplishments by saying something like, "Sharon, your department came in $10,000 under budget this year, but I was hoping for $12,000"? Talk about feeling two feet tall!

We are human, and as such, it's sometimes challenging to override the "it's all about me" mentality and instead, make it "all about them.". Here are four ways to inspire others on your team, making them feel, as Jack Welch says, twelve feet tall:

1. Meet with your staff informally. Invite people to come in early for coffee and pastry before work or offer to pick up the tab for appetizers and a round of drinks after work. Take the time to learn about the goals your employees have set and how you can help them. If someone expresses the desire to get an MBA part-time, for example, ask about the program and offer to write a letter of recommendation.
2. Improve your listening skills. Practice good eye contact, turn off the electronics and hear what's being said. This signals to your employees that they have your complete attention.
3. Mark your calendar and then follow up. Make notes about what's important to whom and follow up. Did that employee get into the evening MBA program after all? If the would be grad student didn't apply after all, find out why, and encourage them to keep pursuing their dream. Connecting the dots this way communicates that you are really engaged in the relationship, not just paying lip service.
4. Clap the loudest. Make announcements, send out email, and post victories. Meet even the smallest successes with hearty, genuine praise.

The beauty of inspiring others is that doing so yields substantial results for all concerned. The giver makes a powerful, lasting mark, and the receiver aims high and reaches goals once thought unattainable. And the organization savvy enough to have cultivated an atmosphere of inspiration ends up with a group of high achievers consistently exceeding all expectations.

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