If your team isn’t delivering, or there’s a lack of motivation, or you’ve got an employee engagement problem, the first thing you should consider is yourself.


Many times these sorts of challenges are actually leadership issues.


๐—›๐—ฎ๐˜ƒ๐—ฒ ๐˜†๐—ผ๐˜‚ ๐—ฎ๐—ฐ๐˜๐˜‚๐—ฎ๐—น๐—น๐˜† ๐—ฒ๐—ฎ๐—ฟ๐—ป๐—ฒ๐—ฑ ๐˜๐—ต๐—ฒ ๐—ฟ๐—ถ๐—ด๐—ต๐˜ ๐˜๐—ผ ๐—น๐—ฒ๐—ฎ๐—ฑ?


Sometimes managers blame employees for the lack of performance, but what if itโ€™s something about the way you lead?


If it is, thatโ€™s actually good news because thatโ€™s something you can do something about.


You should ask yourself (or better yet, if youโ€™re brave enough get the opinion of a sample of the people who work with you) about the following sorts of things:


๐Ÿง Howโ€™s your listening?
๐Ÿง Do you keep your word and do what you say youโ€™re going to do?
๐Ÿง Are you positive?
๐Ÿง Do you show respect for everyone?
๐Ÿง Do you set a tone of excellence?
๐Ÿง Do you ask your team for feedback?
๐Ÿง Do you trust people to do their jobs?
๐Ÿง Do you lead with a quality mindset?
๐Ÿง Do you take a personal interest in each employee?
๐Ÿง Are you a good role model?
๐Ÿง Do you micromanage?
๐Ÿง Do people on your team feel empowered?
๐Ÿง Have you provided for the professional development needs of your team?


This is just a start. There are a million questions you could ask.


If you answer these questions honestly, you might start to get some insights about why youโ€™re struggling to get your people motivated.


I donโ€™t have a team, but if I did, I know my issue would be micromanaging. And probably active listening too. Sometimes it feels like those things require more patience and effort than I have available most days.


What are your weak points?


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