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Hold up! You're a day late.
Actually, we're not.
If you missed the announcement, we took the MGMT Playbook Live yesterday. We had 75+ leaders drop in to discuss Tactics for Motivating Your Team.
And then the magic happened. One leader shared their challenge. Then another. By the time we looked up, we'd blown right past the hour mark to 75 minutes.
How do we get senior leadership to rethink bad incentives?
How do we advocate for the overworked in healthcare?
How do we keep our boss from micromanaging?
How do we balance mission and profit?
But I wasn't the only one offering coaching. There was peer coaching in the chat. Leaders hopped off mute to share their struggles and solutions.
And the feedback so far is loud and clear: Please do this again.
So have a listen and let us know what you think.
Recording + Passcode: $1#UcWrz
Around minute fifty, you'll hear us offer the MGMT Playbook community $250 off the May cohort of our MGMT Accelerator. We welcome you to do the same.
Use code LIVE250 at checkout when you enroll.
Where's Your Energy Leak
Motivation can appear emotional. In reality, it's structural.
If you want to re-energize your team, first figure out where you're losing it.
These are the 8 culprits I typically check:
The Mission
Alignment -> Do they care about the game you're playing?
Reward -> Do they believe they'll share in the spoils if you win?
The Work
Impact -> Does their effort actually contribute to the mission?
Efficient -> What's their ratio of good time vs bad time?
Reasonable -> Do we have enough capacity?
The Individual
Connected -> Do they have friends? (it makes them 7x more likely to stay)
Growth -> Is our work helping them evolve in their direction of their goals?
Life -> Are we providing support when factors outside work take precedence?
While you might be feeling it in a lot of places, I suspect you'll find one hole is much larger than the others. That's where to put your effort to right the ship.
For more specific tactics (including why I thought it was a good idea to make my team summit a 1500' mountain together in a snowstorm) make sure you check the recording.
Great Expectations
I've written about them before, but I believe the most impactful skill any manager needs to develop is setting clear expectations.
Turns out, more than a few of you on LinkedIn agreed this week.
Can You Get Us to 1%?
We're haunted by 3 stats:
60% of managers fail, from entry-level to the C-suite
3 out of 4 jobseekers believe their boss is toxic
Employees believe their manager is the #1 factor in job satisfaction
The odds are stacked against managers. And yet they're vital to success.
That's why it's our mission is to impact 1,000,000 leaders positively. If this playbook would help someone on your team lead with more intention, please forward it to them.
We're a few hundred readers away from 10,000 and would love your help.
And if someone forwarded this edition to you, please don't leave without hitting that Subscribe button now.
Thank you for reading. Appreciate you!
Dave
