By Armando Trabanco, Banking Executive.
As leaders we are always looking for ways to be more effective and efficient. We read the latest articles, attend the latest seminars and our companies latest management training programs. We hear about how important it is to lead and motivate our associates, and are usually given the program/script to help motivate our Teams.
In addition to this our company provide us with performance metrics, leader boards and guidelines to help in this endeavor. To that we add our style and hope for the best, believing all our bases are covered. We up the ante with a personal incentive, maybe even lunch with the boss. (Golden Rule.) Meanwhile our associates are trying to perform their roles to the best of there ability and depend on our guidance to increase production and performance. When we have folks that aren’t responding to the “Established- Motivators”, we proceed to retrain them and clarify the benefits of our program and processes. While some may respond, most will not because they have no direct engagement with the process.
Platinum Rule: Do unto others, as they want done unto them.
What we really should be doing is getting to know our associates as individuals. What are their strengths, areas for improvement, goals and aspirations? Why not tailor a career path for each of them? Knowing where they want to go, and helping them chart a course towards that goal. This type of personal career path will demonstrate the value they have to the organization and allow them to be in control of their professional future. These simple steps allow them to feel invested in the process, and own the established goals and metrics, usually working harder knowing that they are also on track to achieve their personal goals,.
Although as a manager there are no fool proof answers, when people feel empowered, appreciated and considered, most of the time they will perform at exceptional levels.
