I was recently talking to a leader of a sports team. I asked her this question “What do you do to both motivate and inspire your “bench players?” For clarification, the players who don’t see as much playing time, but who are also important members of the team. She told me that this is probably one of the most difficult things to do, or to do well and consistently.
After I heard this leader express that this is a challenging situation, and understandably something that most leaders face on a regular basis, I asked her “what if I had a solution to this challenge?” Naturally I piqued her curiosity, and she said “you have my full attention”. So, with this green light to proceed with my solution, I kicked off my solution explanation.
To set the stage for my solution to be shared, I asked this leader a few more questions. The next question I asked was “what happens when you are unable to inspire one of your players who regularly does not see much playing time?” I followed this question by asking “what’s your method to integrate your bench players into your team’s overall success strategy?” This last question seemed to really strike a nerve. I could also visually see that it was one she didn’t have a good answer to. However, she wasn’t the first leader I have worked with who responded this way.
Now let’s get back to discussing and responding to the first question I posed about how does someone inspire their bench or workplace team mates? As I proceeded to queue up the foundation for how I have been able to accomplish this, I also shared that this was something she could implement too. Of course, with some guidance, as I have been doing this for a while.
As part of explaining the “how” it is possible to inspire and motivate bench players, one of the factors I brought up to this leader was the number one reason people in the workplace feel good about the company they are aligned with. It’s a rather simple, but at the same time, can be extraordinary complex concept to get right. It’s that someone feels appreciated. Conversely, when people do not feel appreciated, it’s also the number one reason they leave the situation they are in.
So, if feeling appreciated is the perhaps one of the “secret” ingredients to inspiring or motivating others, is there an ideal way to accomplish this? Yes, there is, and it is one of the foundational way’s leaders can achieve the inspiration they are seeking to bring to their “bench players”.
Let’s now drill down into how I have worked with leaders to help them to achieve inspiring others. The first thing I do is to determine what their top strength is. In full disclosure, I am a Gallup Certified Strengths Coach, so I leverage the StrengthsFinder Survey Assessment to determine this. After I determine what a person’s number one strength is, I focus on helping them and their leader to understand how to properly leverage this strength. To leverage it in multiple scenarios, with the critical one being when they are not always fully engaged at the level they desire to be on their team.
When an individual can contribute their number one strength both on and off the “field” or in the workplace, this is when the “magic” of tapping into this concept begins to emerge. The person is able to both tap into a different source of their own motivation, and derive the benefits of their leader knowing how to accomplish this to. In fact, to know precisely how to both inspire and engage this individual, even if they are not playing an active role on the “field” or under the spotlight in their work place role.
Now, here is the brief version of the story I shared with the leader about one of the athletes I worked with who experienced the “pure magic” of being an inspired “bench player”. It’s important to understand that this particular player may not have initially understood that their role on the team was not going to be an active one. In fact, they may have thought due to their seniority on the team, that they would play an integral role on the field. This wasn’t the case. However, what did occur was that their “bench” position was actually far more important to contributing to their team’s success, than their limited time on the field.
How is it possible that a “bench player” could positively influence the outcome of their team’s performance? This is exactly the question that most leaders are challenged with, and I have repeatably proven that this is possible. It’s possible because when a person is able to engage in leveraging their own innate talents differently, and understand how to apply them constructively, yet outside of the way they may more traditionally do so, this is when they are both personally inspired and motivated. One more thing, they also feel appreciated too!
The biggest challenge leaders have with inspiring their “bench players” is that they may not or don’t appreciate the role they can play in this capacity. Instead of feeling like the “bench player” is going to be a challenge for them, they need to understand in fact how to tap into and leverage this person differently. Differently in the capacity of having them understand the integral role they do in fact play and contribute to the team as a bench player.
If you are a leader who is interested in learning more about how to both inspire and motivate your bench players, let’s talk. You know how to reach me, and I’ll look forward to having a conversation with you.
TAGS: #Motivation #Inspiration #Teams #Howtoinspireothers #Inspiringothers #Business #Leaders #Leveragingtalent #Leveragingstrengths #Talent #Talentdevelopment #Teamdevelopment #Sports #Coaches #Sportscoaches #Businessleaders
Leave a ReplyWant to join the discussion?
Feel free to contribute!