Building Morale
Others can try but no one can build morale like the leaders.
The power of Morale
John Maxwell comments, “When you’re winning nothing hurts.” Morale makes your successes seem bigger and your failures seem smaller.
Destroying Morale
Nitpicking destroys morale. My wife and I had lunch with a young couple yesterday. The young man volunteered (past tense) for a nonprofit in his region. He gave his time, talent, and energy. He stopped volunteering because everything he did was nitpicked. In other words, leaders consistently offered minor suggestions to improve his performance. The result of nitpicking is people feel unappreciated.
It’s amazing how many positive contributions go unnoticed. I began last week’s leadership meeting with a discussion of good things happening in our organization. The ball started rolling as we began “seeing” some of the small things individuals do that result in significant, positive contributions. It was a morale building conversation.
One way to build Morale
You can build morale in individuals by noticing the small, positive contributions they make. Call it nitpumping as opposed to nitpicking. Morale builders pump others up rather than picking them apart. Nitpumping begins by seeing the contributions others make. It’s too easy to overlook. Furthermore, it’s not enough to have a conversation in a leadership meeting that sees the good others do. The good we see must get to the say level. In order to build morale, our leadership team needs to do some nitpumping. If you see the good, say it.
How’s the morale in your organization, department, or family? Are you intentionally building morale by nitpumping or have you fallen into the trap of destroying morale by nitpicking.
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What other ways can leaders build morale?
Do you have a morale building or a morale busting story you can share?
Dan, I completely agree with the importance of morale, motivation and encouragement. Leaders neglect the power of emotions at their peril.
I discovered the power of culture change quite by accident. And by playing volleyball of all things. Our team transformed from last place to first place
From that experience its clear to me that positive encouragement does more than build morale, it can instantly transform losers into winners. But leaders must be willing to give encouragement and support in large, massive doses instead of being stingy with it.
You can read the full story here: http://bit.ly/afILBb.
And if you’re interested, you can read about my Army experience with motivation http://bit.ly/9H5vIa. Sgt Heck taught me exactly how to encourage and support others.
Hope you enjoy the stories.
Alan,
Thanks for stopping in and sharing your experience. Thanks also for leaving some links that others can explore.
Thanks for becoming a regular,
Dan
this “nitpicking” you mentioned comes from a lack of self-esteem as well as unclear objectives of what your job is.
Working with many non-profits the leaders are often put into positions not by merit, yet by time in the organization. Then the promotion process has limited training for new skills in leadership (outside the policies and procedures stuff.)
This nitpicking happens when leaders feel that they have to “manage” the volunteers. This also happens when volunteers feel that they are more knowledgeable than the leaders. Creating a reciprocal nit-fest.
Moral can be built (with for and non profits) by adding value to the other person. This goes both way, for the leader and for the employee.
Adding value to the other person varies upon the person, and is usually part of knowing skill sets and time frame and capabilities.
Michael,
Thanks for your useful comment.
As I read it, I started thinking about the challenge leaders face of letting go of small things. I’ve be guilty of nitpicking because I want everything to be perfect. Problem is, a nitpicking focus doesn’t see the good.
Best to you,
Dan
Nitpumping, I love it! I think it’s always easy to fall into the pattern of nitpicking, but especially so when an organization has lost sight of its mission/vision/values (or never taken the time to discern what they are). Once an org knows what they are, if everyone is onboard and knows what their focus should be, it is easier to avoid the pitfalls of nitpicking and the giant sucking sound of poor morale pulling others down.
Paula,
Thanks for the good word and for stopping in…
Love “the giant sucking sound of poor morale pulling others down.” Well said!
Have a great week,
Dan
Interesting perspective Dan. I agree that in the case of morale and motivation the leader must be Coach and Cheerleader. In each case, the leader must be observant and when praise or counsel is offered it should be meaningful. Too much coaching, no matter how constructive, can be seen as nitpicking, just as too much “pumping” can over time lose its impact or be seen as inauthentic. One thing I have learned is this: to be effective DO NOT combine them in the same conversation and think you are doing both at the same time. Phrases like “great job …but if you did it this way…” have a nulling effect if used too often.
Joan,
Thanks for stopping in.
Great insight “Do NOT combine” or do not nullify a “great job” with a nitpick or other suggestions.
Best regards,
Dan
Good article!!
A much needed reminder for many of us.
It’s too easy to get swept up in the day to day that we forget to recognize the “little” positives. But, they really do go a long way.
Thanks again for the reminder
Traci
Traci,
Thanks for leaving an encouraging affirmation! I appreciate it.
Your comment goes a long way. 🙂
Cheers,
Dan
Hi Dan – love the “nitpumping.” I have mixed feelings about nitpicking. Primarily it is negative because it is random and unpredictable.
However, I spent 9 amazing years at P&G where nitpicking (or niggling, as we called it) was continuous and productive. Yes, it was annoying and often dispiriting. But it was also predictable and contained, focusing entirely on written communication (including argumentation, style, and quality of thinking), and because it was expected, everyone eventually made peace with it (or left).
The positive of the continuous niggling is that by setting the standards for written communication incredibly high, with no-compromises tolerated, P&G has churned out remarkable leaders and communicators consistently for decades.
My conclusion – you can either not nitpick, or you can choose one critical skill and nitpick it forever, as long as you are consistent.
Thoughts?
Mark,
Thanks for your great comment. Love the term niggling. 🙂 It’s too cute for the business world.
Here’s what I take from your comment. If niggling is part of corporate culture then everyone understands and not only embraces it but engages in it too. That makes loads of sense.
I’m sure you will agree that niggling doesn’t put an end to a well deserved “good word” as a matter of fact it may add weight to a good word.
Thanks for leaving your perspective and adding value to the conversation,
Dan
Love the ‘nitpumping’ Dan, will be borrowing that one regularly! And in both cases, the nits keep building until you have a monument. We are building our own nit monuments with every interaction. Do you want a ‘pumped up’ monument or a picky one? Sounds like a SNL skit.
Also, sad to hear of a non-profit that missed the opportunity with the young man. It seems likely, particularly with non profits(?), that there are elements of leadership acumen that contain gaps. Maybe it was presentation, maybe it was just a negative style, too bad they lost such a great energy! And one would have to wonder how many other folks heard about his negative experience….
Doc,
Glad you like the nitpumping terminology. Yeah, I see the SNL connection. We will pump you up!! Hans and Franz! Good stuff.
The young couple I reference may actually be moving to my area and I hope to snag-em and nitpump ’em.
Looks like were still having fun.
Best to you,
Dan
Doc is a featured contributor to LF: Read his bio at: http://leadershipfreak.wordpress.com/featured-contributors/
Dear Dan,
Awareness, action and acknowledgment are morale booster. Possessing all three are powerful motivational factor to enhance morale. Awareness and action build morale and acknowledgement accelerates it. Morale may be hindered without proper and sincere appreciation or acknowledgement. So, acknowledgement works as a ignitor. People with low morale are not concentrated to their goal and their efforts are often disseminated. So, focussed people have strong morale and strong morale enhances performance and it creates virtuous cycle. Self belief is another indicator to increase morale. Failure works as a multiplier effect to low morale people. So, to counter failure and to build morale is to belief in yourself, your action and values. Low morale people can be converted into high morale by acknowldging their efforts, publicly appreciating and rewarding them and giving values to their thoughts. I tap them at their shoulder and realise them that they are important for me. I respect these people and trust their actions because generally low morale people do not have negative intention. It might be because of their unadjustment to new culture, unawareness to ideas or inactions. They only need booster to bridge their ignorance and unawareness.
Dear Ajay,
Thanks for a meaty comment. Love the triple “A” threat you offer.
I’m taking away the idea that Acknowledgement ignites and accelerates morale.
Thanks for adding value,
Dan
Ajay is a featured contributor of LF: Read his bio at: http://leadershipfreak.wordpress.com/featured-contributors/
Dear Dan
Building morale a constructive process , it can be built not by words but by action and example .
The indian IT leader and Wipro Chairman is example in live , I was going through a indian news daily which quoted management style and morale building behaviour of Mr.Azim premji , he believes that managers should be infront of client or collegues , his logic is you should be sitting infront of clients or your collegues scattered all over the world and not in the head offices writing memos .Each quarters the Wipro honcho prepare a chart to track the travels records and clients meet and surprisingly he always tops the chart , he has been advocating and practising this for the last 20 years , he has set an another example by travelling in economy class and set and example for other higher executives and managedrs .this is the classic example of leadership who buildup the morale values not by words but by action .
The morale can be build by setting and example and by appriciating and rewarding the true achiever, the negative personality should be given a chance to improve and reinnovate ,
As I mention building is a process and every leader has their own method of building the morale , there are some method which I would like to mention which can be used as tool for building up the morae
1.By appriciating the individual in public for his good works .
2.By initiating the heathy and positive competition among peer group.
3.By making a comparision between the groups and individuals which may inspire others to follow the good works and build the morale .
4.By setting and example by one’s action .
Dear Rajesh,
Thanks for bringing a great real world example to the discussion. Its a good one.
I like how you added, “the negative personality should be given a chance.” So true and necessary to an over all work environment that has high morale.
Thanks for adding value.
Cheers,
Dan
For me Dan, building morale is all about creating a work environment that smells of safety so much that employees go home with as many fingers and toes as they came to work with. Possibly, a leaders greatest expression of day-in and day-out morale building comes in leaderships commitment to safety. Of course, with this commitment comes costs; the proverbial “rubber-hits-the-road” moment. Or, as we say in the safety business, is the leader a “Talker” or a “Walker.”
Jim,
A commitment to safety says I am important. Feeling valued always builds morale. And of course feeling under-valued always lets the steam out of our engine.
Thanks for bringing your perspective to this conversation. You add a new dimension.
Great seeing you again.
Cheers,
Dan
Jim is a featured contributor of LF. Read his bio at: http://leadershipfreak.wordpress.com/featured-contributors/
Dan,
You are “SPOT ON”, my friend! Having served as a pastor for many years, I got nitpicked to death and so did my colleagues. Why is it that those who have been forgiven the most by Christ, seem to pick at each other (believers) the most. The ministry we currently have is full of nitpumpers, PRAISE GOD! How refreshing and invigorating it is! Trusting that your church is treating you well and you are being “pumped up” on a daily basis. Appreciate you….God Bless and keep up the good work…..Blessings….Rick
Rick,
Thanks for brining your own real world experience to the discussion. I appreciate it.
nitpumpers – refresh and invigorate others. Great terms.
Thanks,
Dan
Nitpumping. Good creation.
Thx David
Dan,
Morale, as opposed to motivation, is seldom heard of in the private sector.
Teamwork morale in the military is paramount and forms a crucial component as a force multiplier to Compat power, particularly when the chips are down and faced against odds.
Can we expect that kind of “morale” in business!. I guess that’s the leadership challenge.
Yuvarajah,
I’m not sure we can expect the same kind of morale that military personnel experience but your comment brings to light a central issue when it comes to building morale.
Military morale emerges from meaningful engagement, clear objectives, and feeling like my activities matter to a larger group. The business world may not offer life or death intensity but the general principles for building morale still apply.
I’m so glad you added your comment to this discussion. Once again another dimension emerges.
Best,
Dan
In the military everybody is an expert in telling what’s wrong (everybody? Yes, everybody).
Nowadays I often start presentations or meetings with the question: “tell me what going well in our organisation”. First time I did this with 100 NCO’s in my command, there fell an uncomfortable silence. Word travels quickly though and people come prepared nowadays to the point that when I “forget” to pose the question, they are certain to remind me.
Hi Dan,
Well morale is something that I am often asked to address when it gets very bad. When it does, it’s a danger zone because the leader cannot fully know the extent to which morale has harmed “potential”.
In other words, you can often see the tangible effects of low morale (loss of productivity, missing deadlines, etc…). You don’t see completely how it has changed people’s outlooks — and that affects future success of the team/business.
To keep morale high:
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A. Encouragement with honesty. Example: “We know we need to meet the challenge. I see greatness here (e.g. …..) and I see one thing we must correct (honest example). There is nothing that can stop us when we celebrate our talents, greatness, and success while correcting anything that potentially can stop us.”
B. Leader willing to handle a “problem person”. Sometimes in a team there will be one or two people whose attitudes, behaviors, and actions are harming the team. Others begin to resent them yet are not always comfortable speaking up. (In high performance teams they do yet teams take time to get to that point). I have seen ENOUGH teams lose morale and spirit when the leader does nothing to address the situation.
I agree with you Dan that “nitpumping” is an advantage and “nitpicking” a killer.
Great post … thanks for focusing on a topic that is often labeled as “soft” or unimportant.
Kate Nasser
I work with young adults. How do you avoid nitpicking, but still keep accountability and quality up? Iʻm worried that not voicing concerns/problems/failings and calling out all the good stuff, will lead to inflated feelings of grandeur and complacency.
Great question, Shelley.
People perform best in supportive environments. The ratio of negative/corrective statements to positive affirming statements has to reach 3 pos to 1 neg before the emotional scales tip to positive.
One powerful way to help people step up is to ask, “How can we fix this?” or “How can we do _____?” That’s better than “I believe you can do it,” because it engages people’s minds in new ways. Affirm a person who doesn’t believe in themselves and they nod in agreement but in their heads there’s a voice saying, it’s not true. Ask them, “Can we solve this challenge?” and their minds begin to find solutions. At this point the only issue is next steps NOT perfect solutions.
Best wishes