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Leadership: Motivating Your Team to Peak Performance Gabrielle K. Gabrielli, Ph.D.

Question: What is the biggest challenge your team faces with regard to motivation or

performance? Factors That Make a Great Leader

• Character • Relationships • Knowledge • Intuition • Experience • Ability

Maxwell’s 5 Levels of Leadership

True transformation to leadership begins when people overcome fears and self-limiting beliefs to get out of their comfort zones and into their strength zones. - Dr. Gabrielle K. Gabrielli

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Team Trust Assessment Gabrielle K. Gabrielli, Ph.D.

YES NO 1. Do team leaders stand by goals and objectives that the team sets for itself? 2. Do team members feel that others on the team work just as hard as they do? 3. Are team members sure that all other team members are qualified to

adequately perform their jobs?

4. Are team members willing to ask for help from others to complete a task if needed?

5. Do team members have strong, agreed upon beliefs about how to achieve

success?

6. Do team members communicate effectively in person, via email, and by phone?

7. Do team members feel that the team leader and other team members

adequately share information with them?

8. During discussions and meetings, do team members contribute fairly equally rather than having one or two people dominate?

9. Are team members comfortable sharing opinions that differ from the ideas of

other team members?

10. Do team members put team interests ahead of their own interests? 11. Are team members aware of how their behavior impacts other team

members and the organization as a whole?

12. Do team members follow through with their commitments including meeting attendance and tasks?

13. Is there a great deal of support for other team members when there is a

crisis?

14. If team members were each asked to list team priorities, would the lists be very similar?

15. Do team members have roles that are clearly defined and accepted by all

team members?

THE TRUST QUIZ - HOW DOES YOUR TEAM RATE? SCORING KEY: ! Add the number of checkmarks you placed in the “NO” column. If you answered “no” to

3 or less of the questions, then your team is probably functioning well and achieving a fairly high level of results. However, there are still areas it could use development.

! If you answered “no” to between 4 and 6 of the questions, your team is likely achieving its potential performance but needs more work in trust building. Further assessment is needed to specifically identify areas in need of improvement.

! If you answered “no” to more than 7 of the questions, your team may be in need of help. This type of low trust level left unchecked will lead to frustration, decreased levels of performance, and wasted resources.

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How to Build Trust in the Workplace Gabrielle K. Gabrielli, Ph.D.

1. Give trust to gain trust. 2. Communicate effectively. 3. Respect others. 4. Be competent and confident. 5. Listen to others and seek their input. 6. Show gratitude. 7. Encourage others to reach their potential. 8. Continually strive to improve. 9. Take responsibility for your actions.

10. Give credit to others who have achieved success. 11. Be enthusiastic about work opportunities and challenges. 12. Be self-motivated as well as motivate others. 13. Mean what you say and say what you do; be dependable. 14. Have a positive and optimistic attitude.

At the core of every high performing team is communication, followed by Trust, Enthusiasm, Accountability, and Motivation (TEAM).

Performance Management through 5 Key Conversations (Kung & Minor)

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Growing, Coaching, and Delegating Gabrielle K. Gabrielli, Ph.D.

Benefits of Delegation

Supervisor Benefits ! Free up your time for other tasks ! Increase value ! Increase trust ! Improve achievement ! Increase leadership

Employee Benefits ! Increase capabilities ! Improve self-confidence ! Increase performance ! Improve self-esteem ! Develop skills ! Provide challenging work

Team and Organization Benefits ! Motivate team ! Build morale ! Balance workloads ! Improve communication ! Increase efficiency ! Stimulate creativity and innovation ! Improve team cohesiveness ! Increase retention of good team members

Questions Every Supervisor Should Ask His or Her Direct Reports Dr. Gabrielle K. Gabrielli

Every supervisor should have open conversations with employees. Ask: • What motivates you? • What is the one thing you would like to learn the most in your current

role? If they have more than one thing, that’s okay. If they don’t have something, encourage them to think about it.

• What are your long-term goals? • Where would you like to be in one year? Five years? • As a supervisor, how can I you better support you? • What is one thing you’d like to improve about our workplace? • What is one thing you would like to improve in yourself? • What is one suggestion you have for what would help me improve to

make me a more effective supervisor? Use the information you learn to work on being an even more effective leader as well to as provide any specific coaching and training for them.

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Giving Beneficial Feedback Gabrielle K. Gabrielli, Ph.D.

10 Characteristics of Effective Feedback 1. Feedback is specific. 2. Feedback is focused on behavior rather than on the person. 3. Feedback takes into account the needs of the receiver of the feedback. 4. Feedback is solicited, rather than imposed. 5. Feedback involves sharing information rather than giving advice. 6. Feedback is delivered as immediate as possible. 7. Feedback is intended to benefit the receiver. 8. Feedback concerns what is said or done, or how it is said or done, not why. 9. Feedback should be checked to ensure clear communication. 10. Feedback allows time for the receiver to ask questions or get better clarification.

Positive Feedback Four components to make positive feedback (praise) more effective:

1. Specific 2. Immediate 3. Earned 4. Individualized

Corrective Feedback Four components of corrective feedback (Gabrielle’s BEER method):

1. Behavior 2. Effect 3. Expectation 4. Result or Consequence

Remember with corrective feedback: • Avoid “never” or “always.” • Give feedback in private. • Follow up to either provide positive feedback if the performance

has changed or more corrective feedback (including enforcing consequences) if it has not changed.

Action Items Action Item I Will Commit To Doing By What Date?