We will discuss Leadership,its fundamental meaning and its main four rules
Leadership can either be motivating or floundering in the dark. Isn't it more beneficial to have people want to go from point A to point B rather than being told to go from point A to point B?
The ability to drive others by instilling "want to" in them distinguishes average leaders from outstanding leaders.
Many leaders, on the other hand, misunderstand the fundamental meaning of motivation. And you won't be able to make it happen if you misinterpret its significance. You won't be able to motivate them if you break the rules. You could also motivate them to work against you.
If you want to constantly motivate others to achieve excellent outcomes, you must follow these four "rules" of motivation.
Let's start with a definition of motivation. The word comes from a Latin root that means "to move." Although motivation incorporates movement, the Latin origin emphasises that it is also "something which causes movement."
Don't get me wrong: I think it's great. On the head of a pin, I'm not counting angels. This subtle double meaning in the word motivation's fundamental root is a clear leadership lesson for you.
The leadership four motivational rules:
this lesson of leadership will be better understood when it is seen in the context of the four motivitional rules , we will discuss each rule in detail
Rule 1: Motivation is manifested through bodily action
The first two letters of the word are the same as the first two letters of terms like "motor," "movement," "momentum," and "motion." Those are words that indicate physical activity. What motivates people is what they physically do, not what they think or feel. It also includes not just participating in physical activity but also preparing for it. In other words, there is action and then there is the action's trigger.
To put it another way, we must understand the difference between inspiration and motivation.
The word "inspiration" originates with the ancient Greeks and the Delphic oracle. The oracle would sit in front of a crack in the soil, breathe in (inspire) earth vapours, and make her proclamations while half-drugged. for example, when she advised the Greeks that only a "wall of wood" could defend them from the Persians, it was the Greeks who had to take action and build together a large navy in order to beat the Persians at the Battle of Salamis.
Motivation, on the other hand, is derived from a group of nouns that begin with the letter "mo." Physical action is denoted by terms such as motion, motor, momentum, and so on.
It may appear that motivating people to take physical action, rather than just being inspired, is a simple, even rudimentary approach to leadership. When you start thinking about your leadership relationships in terms of physical activity, though, you'll perceive your leadership and the way you get outcomes in new ways.
In my courses, for example, participants create Action Plans with the goal of achieving measurable and consistent results on the job. "What three or four leadership activities, PHYSICAL ACTIONS, will you take to accomplish the results we need?" I challenge the cause leaders they recruit to take physical action. The difference in results between someone simply declaring they would carry out their share of the Plan and committing to specific physical activities is significant.
Remember that people who merely take action are ineffective in the organisation. Those who take action in order to achieve results are the most useful. The goal of all actions in a company is to produce outcomes. As a result, the best activity is one that is freely selected and directed toward certain goals.
Rule 2. Motivation is their choice 
Many leaders are oblivious to motivation because they believe it is a personal choice. They believe that just because they want people to be motivated, they should be motivated naturally. Many a leader has suffered as a result of this misunderstanding. It's never your decision to motivate them; it's always their choice. It is impossible to motivate people. Motivation is something that people must "do" for themselves. Leaders interact with their followers, and their followers motivate themselves.
So, when you're faced with a very difficult situation, don't try to solve it by commanding others to do anything; instead, let individuals make their own decisions.
Asking them questions is an excellent technique to get them to make the proper decisions.
Here's a quick trick that will help you become a more effective leader right now. End your statements with question marks rather than periods. That's one of the most effective methods to create an environment in which individuals make decisions based on outcomes.
"What is our challenge here?" is one of the most effective questions a leader can pose. Why is it worthwhile to take on? What are our thoughts about it? Do we have all of the information we require? Is it possible that we're asking the wrong questions? What exactly are we looking for in terms of outcomes? What is the worst that could happen? What is the source of this issue? Could you elaborate on that?What if we don't take any action? Have we looked into alternative approaches? So, what's your plan? What can I do to assist?"
Rule 3: Motivation is driven by emotion
Emotion and motivation are both derived from the Latin term "to move." Engage people's emotions when you want them to take action. I'm not referring to manipulating people's emotions. I'm talking about getting people to make big emotional commitments to the goals you've set for them.
Leadership Talks are the finest approach to build that emotional connection.
My two decades of working with thousands of leaders throughout the world has shown me that the vast majority of leaders are ruining their careers. These leaders get the wrong results or the correct results in the wrong ways on a daily basis.
Surprisingly, they are choosing to fail themselves. They're deliberately working to derail their own careers.
Leaders damage themselves for one simple reason: they make the fatal mistake of communicating through presentations and speeches rather than through leadership discussions.
The difference between the two types of leadership communication in terms of advancing one's career is comparable to the difference between lightning and the lightning bug.
Speeches and presentations are largely used to convey information. Leadership speeches, on the other hand, do more than just provide knowledge; they also create a deep, genuine emotional bond with the audience. Click on my website in the resource box for more information about the Leadership Talk.
Rule 4. Face-to-face communication
The best method to motivate individuals is to speak to them face to face (i.e., have those people choose to be motivated.) According to a middle management, "What happened to our new CEO? Elvis is how we refer to him. We don't get to see him very often. Only rumoured sightings of him exist. Maybe in one of those supermarket check-out tabloids, I'll see a blurry photo of him."
Isolation may be beneficial to monks, but it is a problem for leaders. When it comes to motivating people, it's all about the relationship, and you can't have one, at least not a productive one, if you're an absentee leader.
Get out of the house. This isn't the same as MBWA (Management By Walking Around). What matters is what you do while walking. It's not just about sharing information; it's also about establishing a motivating environment.
People yearn to be inspired. More to the point, people are ALWAYS motivated. And if they aren't driven by your cause, they will be motivated by their own – which may or may not be the same as yours.
Make no mistake: motivation isn't about listening to music, cheering, hugging, or singing kumbaya. These are only a few of the characteristics of motivation. True inspiration emerges from the deep silence of human relationships.
By examining the past with these notions in mind, you can begin to have a clear grasp of motivation.
This activity will help you sharpen your motivational ideas.
- Who were history's three most effective leaders?
- Why did they work so well?
- That were the three people who were the least effective?
- Why did they fail so miserably?
- In your industry, who are the most effective leaders?
- Why do they work so well?
- In your industry, who are the least effective leaders?
- Why aren't they working?
- In your company, who are the most effective leaders?
- Why aren't they working?
Return to each answer and connect it to motivation (or a lack thereof). What is the motivational message in each response? As a result, you may find yourself refining and refining your thoughts on motivation, as well as refining and refining your leadership abilities.
So, in your conversations, keep the rules of motivation in mind to deepen those ties. Challenge people to take physical action, recognise that motivation is a free option, their HEARTFELT free choice, offer Leadership Talks to establish deep, human, emotional relationships, and seize opportunities to speak with them face-to-face when interacting with them.
