Body Language 24 The Chin

April 20, 2019

Watching how people deal with their jaw and chin can help you understand what they may be thinking. A good example is to watch for clenching of teeth.

When a person clenches his teeth, the muscles on both sides of his face bulge out noticeably. This gesture might be accentuated by the jaw muscles getting red.

In the accompanying picture, the man has clenched teeth and a closed mouth, but the overall meaning is “So what” or “Who cares” because of the palm up arm gesture.

Anger

If the clenched teeth are showing, it is usually a sign of anger or exasperation. It is like the person is biting on an imaginary silver dollar to keep from blurting out how stupid your last remark was.

Sometimes the person clenching his jaw is not even aware he is doing it. I recall one boss I had who used this gesture a lot, and it was always a prime signal to those who were smart to back off.

Surprise

A dropped jaw is usually a sign of surprise. The person is momentarily incapable of grasping the magnitude of the event going on, so he or she opens the mouth wide while usually giving a verbal equivalent to OMG.

The dropped jaw can also be a kind of phony smile where the person is actually showing both his upper and lower teeth at the same time. The gesture is overdone, so it appears insincere.

Direction

Another chin gesture is where a person juts his jaw in the direction he wants to direct you. It may be to advise you to listen to another specific person and keep your own mouth shut. This gesture is often accompanied by a slight upward jaw movement.

Stroking of the chin while listening is a gesture that signals the person is contemplating the input or evaluating which option is more palatable. Men tend to use this gesture a lot, especially if they have facial hair.

Strength

Thrusting of the chin is a form of aggressive behavior. You can see this gesture if you watch a bully in a school yard. You can also see it in a Corporate Board Room. The connotation is “I am stronger than you, so back off.”

General Tone

We often speak of the “angle of the chin” as indicative of a person’s mental state. Chin up is a sign of pride. You might hear “She walked out of his office with her head held high and her chin up.” A slight upward angle of the chin is often seen when a person is emoting trust for another person. The connotation is “I am listening and I believe what you are saying.”

The opposite gesture is when a person has his chin down. This is a sign of feeling weak or dejected. It is usually coupled with a lowering of the entire head and gaze of the eyes. This gesture may also be a sign of shame.

Some people move their mouth from side to side with the lips closed. The best interpretation is that the person is evaluating what is going on. It is neither a positive sign nor a negative one. It is like the person is rolling around options in his or her mouth.

Wake Up

An interesting chin move is where a person will repeatedly slap under the chin with the back of his hand. This gesture is trying to make the person doing it more conscious of what is going on. It is a kind of “wake up” move.

A puckered chin is a sign of being protective. It goes along with a lowering of the entire chin area in order to protect the neck region.

Be alert to these chin movements, because they can tell a lot about the person’s mental state. Like all body language signals, you can be more confident you are interpreting it correctly if you see a cluster of signals.

This is a part in a series of articles on “Body Language.” The entire series can be viewed on https://www.leadergrow.com/articles/categories/35-body-language or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 600 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Difference Between Micromanagement and Harrassment?

April 16, 2019

Two words that get used a lot these days are micromanagement and harassment. If you are being micromanaged, you will usually experience feelings of being harassed.

Conversely, if you are experiencing harassment, most of the time it is not due to micromanagement.

This article dissects the two concepts and provides some guidance for managers who, despite their good intentions, often end up doing more harm than good.

Harassment

Harassment is the abusive behavior toward another person that has its roots in a desire to annoy or hurt the other individual in some way. The practice is normally intentional, although it is possible for a person to harass other people without being aware it is happening. Harassment is close to the concept of bullying, and it is becoming more prevalent with electronic communication, especially among adolescents.

Except in the rare extreme cases, the manifestation of harassment exists first in the opinion of the person who is being harassed. If I will not let you get to me no matter what you do, then you are not going to be very successful at harassing me.

In fact, I may get a perverse pleasure out of thwarting your attempts to bother me: a kind of reverse harassment.

On the other hand, you may be such a sensitive individual that the mere thought of a certain person walking into the room sends you into a flight of panic: a kind of self harassment called paranoia.

We are all aware of the destructive nature of harassment that evokes anything from mild discomfort all the way to suicide. The distress is always amplified if the person being harassed believes he or she cannot escape and has to endure continual suffering.

Micromanagement

Micromanagement usually doesn’t stem from sinister motives. To the contrary, it is normally the desire of a manager, or person in charge of getting things done, who wants things to go well but is misguided in the best way to accomplish the task.

It reminds me of my favorite Star Trek Quote when Mr. Spock says,

“It is curious how often you humans manage to obtain that which you do not want.” (TOH Charlie Green).

The micromanager is not trying to annoy the victim (usually) but only trying to get things done according to his or her warped definition of how to accomplish the objective. In the process, of course, the victim has to endure the constant meddling that feels very much like harassment.

We are all aware of the antidote for micromanagement, which is for the manager to set the objective and some broad guidelines and then back off to let the individual figure out the details on how to get the job done.  The manager might say, “I’m not going to hover over you while you get this done, but I’m available if you need me.”

Unfortunately, a little concept called “trust” is missing, so the manager does not believe the individual is capable of getting the job done without constant supervision. This lack of trust is the root cause of most micromanagement.

We deal with the manifestations of micromanagement to some degree in most work settings. It is only the most extreme high trust environments where managers are willing to actually stand by and let subordinates do things wrong in order to learn what does not work.

We learn more from our mistakes than we do from our successes.

They would rather intervene and at least suggest that holding the soldering iron by the pointed end might not be the best method. I use that extreme case because the motive of the manager in this case is to prevent the employee from doing bodily harm. What could be more noble than that?

Often what feels like micromanagement to the employee is done for the benefit of the employee.

The grey area between good intentions and oppressive hovering is playing out in the workplace every hour of every day. Managers find their own equilibrium, and employees either complain (or not) behind the break room doors. Eventually a good employee will get tired of the intrusion and simply leave the organization. This reaction is a prime cause of the disruptive and expensive problem called turnover.

The extreme case, where managers tell people how to do their work for the sport of always getting it done their way, crosses the line into harassment. Even if the conscious objective is to get the job “done right,” the spirit with which the manager directs every movement is debilitating.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 600 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Body Language 23 Micro Expressions

April 13, 2019

Of all the different types of body language gestures, I find the topic of Micro Expressions to be the most fascinating.

Let me first define the concept and why it contains so much information, then I will follow with some examples and references so you can appreciate this intriguing area of body language.

A micro expression is a very quick departure from the ambient body language, and it is usually in response to a reaction inside the person to something said or something going on in his mind.

The duration of a micro expression is usually about 1/30 of a second. It is faster than a blink, yet it contains all kinds of information about the mental state of the person.

The scary part about micro expressions is that the person doing it is almost never aware of doing it. It happens so fast and is part of the total mental state of the person that there is no cognition of it happening.

However, and this is the dangerous part, the gesture is very evident to the other person, either on a conscious or subconscious level.

Let me share an example so you can see how fleeting these expressions are. Here is a video of me talking about “Planting a Seed of Trust in the First 10 seconds.” I give several tips to enhance trust when first meeting another person. The first one is to watch your attitude.

I discuss how if you have positive mental self-talk prior to meeting another person, it shows all over your body. Then I switch from the positive to the negative and say “on the other hand if your mindset is negative, that is going to show as well.”

Just before I say “on the other hand” you can see a micro expression as I pull my mouth sideways to indicate I am about to go negative. In case you want to view just the expression, it occurs at 4:47 into the video.

I had no knowledge of doing this micro expression when I was making the video. It was only upon viewing it that I saw myself telegraphing my change of state from positive to negative. I did not know it, but anyone looking at me would have an indication that I was about to change state

Politicians

Micro expressions are frequent for politicians, and once you know how to read them you can tell when a politician is feeling less confident about what he or she is saying. A good example is John Kasich of Ohio. He has a non-contorted facial expression when he is comfortable, but when he is trying to answer a difficult question he pulls back the corners of his mouth in a micro expression. He will continue to do this roughly every 10 seconds or so as long as the topic makes him nervous.

Donald Trump projects discomfort by increasing his blinking rate whether in a one on one discussion or in a speech. If you just follow the number of times he blinks in a sentence it is easy to spot when he is stretching the truth or making something up. I suspect he is aware of the habit but really has no control over it.

Another interesting pattern with Trump is to watch how he shakes hands. With most people he shakes hands with his palm down, which represents a dominant position. It was interesting to watch his first meeting with Vladimir Putin, because Donald reached across the table with his palm up. This is generally thought to be a submissive gesture that was obvious for all the world to see.

Mitt Romney makes an interesting study in Micro Expressions. In speeches, he is normally quite steady on his feet with excellent eye contact. When the topic gets into the financial areas or taxes, he immediately starts to look down and shifts his weight back and forth. Both of these micro expressions show discomfort with the topic.

When gauging the validity of a micro expression, you need to determine if it is just part of a visual tick the person has or if it is actually in response to some thought or input. Just because someone twitches his lip does not necessarily mean he is reacting to something. It may be a personal tick that happens for no detectable reason. Try to observe the ambient body language before ascribing a quick irregular motion as a signal that the person is reacting to a stimulus.

This is a part in a series of articles on “Body Language.” The entire series can be viewed on https://www.leadergrow.com/articles/categories/35-body-language or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 600 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


When You are Thanked, Don’t Say “No Problem”

April 9, 2019

I wrote the core of this article several years ago, and it was so popular that I am dusting it off with some additional information and ideas to enhance the analysis. The article is about the habit of replying “No problem” when someone says “Thank you.”

Pay attention, and you will hear this phrase used very often, especially when people do a service for you. The practice sends a wrong signal, and represents a missed opportunity. Here’s a true story to illustrate why the phrase should be avoided.

My wife and I were out to dinner a while ago and ran into a very personable young waiter named Kyle. This young man was still in college, and he was working to earn money and looking for his future. I really liked this waiter because he made great eye contact, and he was polite but not intrusive.

He had one annoying habit that was a distraction from the otherwise stellar impression that he created, but he was unaware of the habit. Every time he would do something, like refresh my water, I would say, “Thank you,” and he would reply, “No problem.”

For a while I just let it pass and did not think about it, but eventually I recognized that his response was a habit that was undermining his good impression.

The statement “No problem” is really not a bad thing to say, but it does represent a missed opportunity to build rapport and trust with the other person. Reason: the statement does not represent a proactive positive response to gratitude. Instead, it reflects a kind of throw-away line that I, the customer, am not that important to him. The effect is very subtle, so the negative impression is not severe, but a more upbeat response, or at least some variety of responses, would work much better.

A simple “You’re welcome” would be better than “No problem,” but there could be hundreds of more creative and memorable statements the young man could have used that would further entrench the good impression we had of him. Remember, he has plenty of time to prepare creative comebacks because he pours water for people every day.

For example, in response to “thank you” after he poured the water, he might have said, “We double-filter all of our water before we serve it to our guests.” He could have blown me away with a statement like, “We never serve water that is warmer than 47 degrees. Depending on the customer, some levity might be fun:  “It is for your protection, sir.  In this restaurant, an empty water glass makes the sprinklers go off.”

Another tack might be to demonstrate respect by responding, “I am honored,” or “It’s my pleasure to be of service.” One reader (Timothy Burchfield) commented on my prior article that his employer, Horst Schulze of The Ritz-Carlton, insists that team members use the phrase “My Pleasure.”  I love the Ritz Carlton vision: “The Ritz-Carlton inspires life’s most meaningful journeys,” and their motto: “We are Ladies and Gentlemen serving Ladies and Gentlemen.”  It has the true ring of respect.

The response of “no problem” also effectively closes the exchange and stops conversation. It may be possible to continue the exchange by asking an open ended question when presented with “Thank you.” For example, suppose the waiter had said, “This is special spring water; isn’t it the best tasting water you’ve had for a long time?” That would be a great way to not only differentiate the waiter but also the establishment.

The young waiter had to realize that he was serving expensive food to people who could afford it, so every night he was making impressions on people who could potentially influence his life. He was missing some valuable opportunities. I took the time to compliment Kyle on his demeanor and give him some coaching on his habitual response to gratitude. He got the message and was truly thankful for it because he had never given the matter any thought. It was just something he was used to saying.

You may have the same habit or know someone else who does. The response to a “Thank you” should be thought of as a great opportunity to differentiate yourself from the pack, whether you are in a customer service occupation or not. Don’t waste the opportunity with a throw-away line like, “No problem.”

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of: The Trust Factor: Advanced Leadership for Professionals, Understanding E-Body Language: Building Trust Online, Leading with Trust is Like Sailing Downwind, and Trust in Transition: Leading Effective Organizational Change. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Body Language 21 The Mouth

March 30, 2019

Body language gestures of the mouth are usually straightforward, but there are some tricky nuances to consider. First we will consider the most recognizable gesture: the smile. Actually, there are many different types of smiles to identify.

Smiles

Duchenne Smile – This is a highly recognizable smile, but only a small portion of the population can model it well. The smile actually starts with the eyes. You can see a twinkle in the eye and a slight but natural squint that produces crow’s feet at the corners. The cheeks are elevated and the entire face, including the mouth takes the shape of an oval.

The corners of the mouth are raised through the Zygomatic Major Muscle. Those people who can accomplish a Duchenne Smile have a huge advantage, because trying to force the face to this configuration often looks phony as described below.

Non-Duchenne Smile – this is where the mouth forms a shape by raising the corners of the mouth through the Zygomatic Major muscle but without the effect of “smiling eyes.” The smile is confined to the mouth region only, so it does not have the holistic appearance of a true Duchenne Smile and often is interpreted as being duplicitous or at least insincere.

The Botox Smile – This smile looks pasted on and is perfunctory for service people who wish to look pleasant but it comes across as insincere. It is also known as the “Pan Am” smile after flight attendants who were instructed to flash a pasted-on smile at each customer. This smile is also seen on the faces of beauty pageant contestants while they are being judged. My friend Jeanne Robertson has a whole comedy routine about how she learned to smile continuously while competing in the Miss America Pageant.

Tight Lipped Smile – As the name implies, this smile is characterized by not showing any teeth. Depending on the circumstance, this smile can convey approval or precaution. According to Bill Acheson in “Advanced Body Language,” one cardinal rule when meeting a person for the first time is to smile naturally but make it broad enough that you show your teeth. He explains that the custom is a carry over from when the condition of a person’s teeth was an indication of health and status.

Pulled Smile – also know as the “smug smile” this is where the mouth is pulled to a smile configuration, but on one side only. Generally, this configuration suggests some form of agenda going on, and it is not a smile that invites high trust in the individual. The extreme form of a pulled smile was demonstrated by McKayla Maroney in the 2012 Olympics when she was awarded the silver medal in the vault. She contorted her face pulling her mouth entirely to one side to indicate she was “not impressed” with the performance of the other gymnasts or the judges. This contorted smile was made into a meme that became a PR issue.

Laughing Smile – Occasionally you will see a person make a smile with his or her mouth wide open. This is known in some circles as the “Marilyn Monroe” smile. It is as if there was a laugh that was frozen in time. This smile also tends to lower trust, because it is seen as less than authentic.

Frowns

Classic Frown – We are all familiar with a frown brought on by the person feeling negative about something. The lips are pulled downward and often the head and gaze go down as well. This is the look you see on football players’ faces when they have lost a close game. Another place to see a classic frown is at a funeral. This is also the habitual expression on the face of Donald Trump when he is trying to negotiate something.

Clenched Teeth – This type of frown has the additional element of clenched teeth, which causes the jaw muscle to pop out. I once had a boss who did this whenever he was really upset. It was a telltale sign to watch out if his jaws popped out and became red.

Puffed Cheeks – Occasionally you may encounter a person who frowns but then fills up his cheeks with air. This is an indication of exasperation; it is like the person is getting ready to blow up.

Other Mouth Gestures

Puckering up – This gesture can have different meanings based on the context. It may mean that the person is deep in thought. It could mean you are getting the kiss off by the individual. If done softly and delicately it may be an actual signal of blowing a kiss.

Twitching – Some people will have an involuntary twitch. Most common is the twitch of the upper lip. If you see this gesture in a person, it may be habitual and be of little significance in terms of body language. Watch to see if the twitch comes just after a particular person addresses him or when something that may be sensitive comes up. If a person twitches during stressful conversation, it is a great clue to use when observing his level of stress in the future. I knew a university dean who would twitch whenever he was stressed. He was aware that he was sending signals, but he could not stop it.

Covering the Mouth – The classical interpretation of this gesture is that the person is lying or telling a half truth and covers his mouth to avoid detection. That may be true in some circumstances, but covering the mouth can also be a reaction to being embarrassed; it may also be out of fear of halitosis the discovery of bad teeth. The best advice when you see a person covering his or her mouth is to gather more data to see if there is some pattern.

Wiping the Mouth – This may be a function of the saliva getting into the corners of the mouth. Some people struggle with that problem and need to wipe their mouth many times when speaking in public.

Biting the Lip – This gesture is usually related to insecurity, and it is normally the lower lip that is involved. As with all body language, it is important to notice the pattern of making this gesture. If it is at a logical point where the person may be feeling insecure, then the interpretation is likely correct. There could be another cause, so be alert for other signals. Bill Clinton was famous for using this gesture in his more infamous moments.

The gestures in this article were some of the more common mouth configurations you are likely to encounter. There are other, more subtle gestures you may see as well. The best advice is to keep track of a person’s habitual behavior, and then you can use that baseline pattern to assess what is happing with the individual.

This is a part in a series of articles on “Body Language.” The entire series can be viewed on https://www.leadergrow.com/articles/categories/35-body-language or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 600 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


The Benefits of a High Trust Environment

March 26, 2019

The advantages of working in a high trust environment are evident to everyone from the CEO to the shop floor, from suppliers to customers, and even the competition. Building and maintaining trust within any organization pays off with many benefits.

Here are 12 benefits of working in a high trust culture:

1. Problems are easier to solve – because the energy is on the real problem, and people are not afraid to suggest creative solutions.
2. Focus is on the mission – rather than interpersonal protection.
3. Efficient Communication – less need to “spin” information.
4. Less unrest – little need for damage control.
5. Passion for the work – that is obvious to customers.
6. A real environment – no need to play head games.
7. People respect each other – less bickering and wasting time.
8. Fewer distractions – things get done right the first time.
9. Leaders allowed to be human – can make a mistake and not get derailed.
10. Developing people – emphasis on being the best possible.
11. Reinforcement works better – because it is not perceived as manipulative.
12. People enjoy work – the atmosphere is light and sometimes even fun.

With advantages like these, it is not hard to figure out why high trust groups out perform low trust organizations dramatically. There have been many studies that indicate the leverage you get with a high trust group over a low trust one is at least three times. That is why it is common for groups to more than double productivity in less that a year if the leaders know how to build trust.

There are dozens of leadership behaviors that will develop higher trust. An example would be to do what you say (“walk your talk”). I believe the most powerful leadership behavior that will develop higher trust is to create a safe environment. My quote for this phenomenon is “The absence of fear is the incubator of trust.”

Creating a culture of low fear is not rocket science at all. Leaders simply need to make people understand that they will not be put down for sharing their opinions as long as it is done in an appropriate way and time. I call this action “reinforcing candor,” because the person needs to feel welcome to share a contrary view without fear. Leaders who can accomplish this kind of culture will have the advantages listed above.
Work to consistently build, maintain, and repair trust in your organization. I believe the leverage in doing so is the most significant path to greatness in any organization.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.TheTrust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 600 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


The Link Between Trust and Motivation

March 19, 2019

How many times a week do you hear leaders say, “We’ve got to motivate our people?” Those words and the actions they generate seldom lead to a sustained improvement in motivation. The above phrase is one of the most common phrases leaders or managers use every day. So what’s wrong with it?

Lack of Understanding

The phrase shows a lack of understanding about what motivation is and how it is achieved. Leaders make a mistake when they use perks to increase motivation by making people happier, like handing out free candy. They put a manipulative spin on the subject of motivation that backfires for several reasons:

1. Historical Research

The notion that improving things in the workplace will somehow make people more motivated is flawed. Over 50 years ago, Frederick Herzberg taught us that increasing the so-called “hygiene factors”  (read that more candy) is a good way to reduce dissatisfaction in the workplace, but a poor way to increase motivation.

Why? – because things like picnics, pizza parties, hat days, bonuses, new furniture, etc. often help people become happier, but they do little to impact the reason they are motivated to do their best work. That impetus comes from a different source.

2. Less is More

It is imagined that heaping nice things on top of people it will improve their attitude leading to higher motivation. The only lasting way to improve attitude is to build a better culture.

3. Bribery is not Motivation

It is difficult to motivate another person. You can scare a person into compliance, but that’s not motivation, it is fear. You can bribe a person into feeling happy, but that’s not motivation it is temporary euphoria that is quickly replaced by a “what have you done for me lately” mentality.

4. Motivation is a Personal Choice

Individuals will gladly accept any kind of freebie the boss is willing to grant, but the reason they go the extra mile is a personal choice based on the level of motivational factors, not the size of the goodie bag.

5. Focus on a Better Culture

Smart leaders focus on the culture first. They seek to build an environment of TRUST and improve the motivating factors, such as authority, reinforcement, growth, and responsibility. With these precursors, motivation within people will grow. It will be enhanced if some nice perks are added, but the perks alone do not create motivation.

Why do I make this distinction? I believe motivation comes from within each of us. As a manager or leader, I do not believe you or anyone else can motivate other people. What you can do is create a process or culture whereby employees will decide to become motivated to perform at peak levels.

6. Don’t use the Word Motivate as a Verb

How can you tell when a leader has the wrong attitude about motivation? A clear signal is when the word “motivate” is used as a verb – for example, “Let’s see if we can motivate the team by offering a bonus.” It is as if “motivate” is something a leader can “do to” the workers.

If you seek to change other people’s attitude about their relationship to work with goodies, you are going to be disappointed frequently. Using the word “motivation” as a noun usually shows a better understanding – “Let’s increase the motivation in our workforce by giving the team more responsibility to make its own decisions.”

What an Environment of TRUST Feels Like

The way to create the best environment for personal motivation to grow is to create a culture of TRUST and affection within the organization. Doing this helps people become motivated because:

• They feel a part of a winning team and do not want to let the team down. Being a winner is fun.

• They feel both intrinsic and extrinsic rewards when they are doing their best work.

• They appreciate their co-workers and seek ways to help them physically and emotionally.

• They understand the goals of the organization and are personally committed to help as much as they can in the pursuit of the goals because they know that when the organization does better, they do better personally.

• They truly enjoy the social interactions with people they work with. They feel that going to work is a little like going bowling, except the physical work is different. They are distributing computers instead of rolling a ball at wooden pins.

• They deeply respect their leaders and want them to be successful.

• They feel like they are part owners of the company and want it to succeed. By doing so, they bring success to themselves and their friends at work.

• They feel recognized for their many contributions and feel wonderful about that. If there is a picnic or a cash bonus, that is just the icing on the cake – not the cake itself.

An organization where all people are pursuing a common vision in an environment of trust has a sustainable competitive advantage due to high employee motivation. How do you achieve that kind of culture?

Tips to Achieve higher Trust

Building a culture of high trust requires that leaders stop trying to manipulate people and build a real environment. Excellent leaders create a solid framework of values, vision, mission, behaviors, and strategy.

The key to building trust is to allow people to point out seemingly incongruent behavior on the part of the leader without fear of reprisal. This requires leaders to suppress their ego needs to be right all the time and acknowledge their fallibility.

When people are reinforced for voicing their truth, even if it is uncomfortable for the boss, trust will grow. The quote I use to emphasize this is “The absence of fear is the incubator of trust.”

With this approach you have a powerful correcting force when people believe things aren’t right. If something is out of line, they will tell you, enabling modification before much damage is done. Now you have an environment where honest feelings are shared and there are no large trust issues. People in your organization will instinctively choose to become more motivated because they are working in the right kind of atmosphere.

Achieving a state where all people are fully engaged is a large undertaking. It requires tremendous focus and leadership to achieve. It cannot be something you do on Tuesday afternoons when you have special meetings, or by holding employee picnics. Consistently build higher trust by reinforcing people when they express themselves and you will experience higher and sustained motivation.

 

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust.  He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 600 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations.  For more information, or to bring Bob in to speak at your next event, contact him at www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763