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A major roadblock in many organizations is motivating your team with a future perspective. It’s not because the team isn’t smart—they are probably a world-class team.
However, there are issues in motivating and training them to have that perspective. Why do teams struggle with looking forward?
There are many excuses you’ll hear:
• We’ve never done this before.
• No one has any experience with launching new projects.
• We’ve failed before and don’t want to fail again.
• There’s no time to add something more to our plates.
• You (Yes, you the leader) haven’t allowed us to dream big.
Some of these reasons are valid. However, there are also other reasons people may not be able to articulate. They might be scared to voice their opinion or possibly uninspired in their current work. Once you’ve identified the issue at hand and why they fail to look forward, implement the following four strategies. (You will have to adjust and change the strategies depending on your situation.)
1. Reward forward-thinking
Many of the people on your team will have had bad experiences in the past with trying to share their forward-thinking ideas with other leaders. Their suggestions will have been shot down and criticized. You can change this by simply rewarding their innovative thinking. When someone comes to you with a suggestion, praise them in private and, more importantly, in public. Let your team see you’re welcome to new ideas.
2. Show them how to look forward
Some people have never set goals or tried to see the future for what it could be. They live day-to-day and paycheck-to-paycheck. They currently lack the eyes to see into the future. One way to shift this mindset is to share your vision for the future. Then ask them to join you. Ask them what they see for their future and the organization’s future. Be the guide that leads them.
3. Correct the negativity
The truth may be that your organization is struggling. The financials are bad and the future is dim. This can breed the wrong kind of future-thinking—negativity. If you see negativity growing, squash it gently. Guide them to a more positive future where things have improved and what could be.
4. Give examples of those who looked forward
Do you have any people in your organization that looked forward and succeeded? Use these as examples. You can share their story, where they came from and how they advanced.
Motivating your team toward a future perspective isn’t easy and could require some reprogramming. However, through constant reinforcement and encouragement, you can help your team to dream.
Photo source: istock
 | Joseph Lalonde is an award-winning leadership blogger and hosted the Answers From Leadership podcast. He desires to see 20-somethings step into their God-ordained roles as leaders. Previously, on the E3 staff and currently serving in the Catalyst youth ministry of Gateway Church, Joseph has mentored many students and has seen their lives changed through this teaching. His mission is to help equip leaders with the knowledge and information to boost their leadership to the next level. This article was first published on JMLalonde.com. Used with permission Learn More » |
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