The 2-Minute Team Demotivation Diagnostic

Read Time: 2 minutes.

A top 5 question I hear from leaders?

"How do I motivate my team?"

There is no shortage of ideas. And a while back, I jotted down 9 motivational tactics that served me well.

But the truth is that sustainable motivation is intrinsic. It comes from within us.

And it lasts longest when we're doing work that feels like play. When our personal goals and our team's purpose fall into alignment.

So the question isn't, "How do I motivate my team?"
The question is, "How do I avoid demotivating them?"

Because even a well-intentioned leader can unwittingly undermine team morale.

Let's run a 2-minute demotivation diagnostic to find out if that’s you.

How many of these 7 common mistakes could be killing your team's morale and productivity right now?

The higher the count, the bigger your risk.

I tossed in some alternative tactics to support your turnaround as well.

Changing Your Mind

It's impossible to follow an erratic leader.
The result of constant flip-flopping? A lot of effort and little progress.

Better: Measure twice. Cut once.
Best: Learn to separate big deals from small details.

Not Changing Your Mind

The chances you're always right are zero.
f you invest in hiring people more talented than you, listen to them.

Better: Build a feedback ritual.   
Best: Delegate real authority to make decisions.

Lacking Direction

Elite performers don't want a job. They want a mission.
It's hard to sign up for a journey to nowhere.

Better: Ruthlessly eliminate work that isn't mission-aligned.
Best: Build stories of your mission into mythology.

Playing Unwinnable Games

We all want to win. But we can't if we don't know the rules.
Don't be the kid who changes the rules when they lose.

Better: Regardless of role, everyone has a number they can beat.
Best: Make your scoreboard public and visible.

Tolerating Mediocrity

A-players want to work with A-players to grow.
B-players want to work with C-players to look good.

Better: Talented + Toxic << Mediocre. Fire immediately.   
Best: Build a culture around High Standards + Mutual Accountability

Taking The Credit

How is this still happening? You accomplished your goals because of them, not despite them. Shine your light their way.

Better: "We" when you win. "I" when they lose.   
Best: Specific contributions get public recognition.

Withholding Praise

I was guilty of this, thinking I wanted it to be special when I gave it.
I wrongly set a culture of perceived perfection.

Better: Actively hunt the positives to balance feedback
Best: Tell a third party. The retelling to the target is 10x more powerful.

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