I recently had the opportunity to work with the CEO of a company that despite his business's financial success, sensed that his staff needed motivation and engagement. He felt the team had lost their drive, and the office atmosphere had shifted. Additionally, he wanted to implement a new incentive scheme but was unsure how to proceed. The pressure to find a solution weighed heavily on him, and he struggled to identify the most effective approach.
Having been in business for five years, he managed a team of 30 people. While they had participated in some training sessions, they had never experienced coaching.
Before I could work with his team, I needed to understand his goals better, so we began working together. During our initial session, it became clear that he had lost direction and was uncertain about the company's future. He was also exploring other business opportunities, which distracted him from his primary focus and had a ripple effect on the team. This lack of clarity and direction was evident when I engaged with his staff.
In our work together, I helped him reconnect with why he started the company in the first place, reigniting those feelings and visions he once held dear and clear. This reflection allowed him to recognize the achievements he had inadvertently overlooked. These conversations led us to discuss the culture within the company. The company's purpose and values had been long forgotten, lying dormant in the CEO's desk drawer.
To gain insights into his leadership skills, we conducted a 360-degree questionnaire. This assessment was completed by his management team and individuals in the company who had regular contact with him. He received high scores for competency and commanded the respect of his team. However, his lowest scores were in communication and organization. After reviewing the results, we explored ways to enhance his communication with his team and foster greater engagement while establishing more effective processes within the organization.
The outcomes included one-on-one open discussions with each team member, where he solicited their views and expectations. He also initiated regular meetings and established social gatherings that allowed team members to share ideas more informally.
This new approach led one employee to propose an incentive plan that has since been implemented. The staff felt heard and valued, and more importantly, they embraced the new activities, integrating the company's values into their day-to-day operations.
I have encountered many leaders who aim to motivate their teams when what truly needs to happen is for them to reconnect with what inspired them in the first place. Once they align with their vision and purpose, they can lead more effectively and inspire their teams.
Be the inspiration you seek!
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