IThe CAN do Leader

In these times leaders must focus even more on Results. The CAN do leader will look critically at the following list and identify what they can do to increase motivation and thereby results.

Achievement - What does success look like for your team - can this be improved? Have I set realistic targets for staff and is there some stretch built in? Are the team working to resolve and eliminate problems? Does the staff see the link between the achievement of their tasks and the success of the organisation? What CAN I do to improve my levels of achievement?

Recognition - Do I notice good work and offer praise? Do I spend enough time with my best performers?

Possibility for Growth - CAN I change the team's jobs and role to provide some growth? What projects CAN I delegate to team members to provide growth?

Advancement - will the changes to tasks and roles provide enhanced prospects for individuals? Will the changes increase the status of people and the team?

Responsibility - Am I giving the staff real responsibility for the necessary authority to do the job? Am I stepping in too soon or too late?

Job Itself - Do the team enjoy the work? How CAN I make it more interesting and challenging? Do I get the same people do the same thing because it get the job done and avoids any complications?

These six factors are from Hertzberg's Motivating Factors. The signs that you may have motivation issues are simple:

• Low productivity
• Poor production or service quality
• Strikes / industrial disputes / breakdowns in employee communication and relationships
• High sickness and absence levels
• Complaints about pay and working conditions

There are of course "Maintenance" needs to also consider. These include:

• Job Security
• Relationships with peers and boss
• Work conditions
• Pay
• Company policy and administration
• And you the leader

The CAN do leader makes sure that they spend time