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job satisfaction
necessary tools
cogs
prioritizing
next generation
inspiration
jobs
Developing Leaders And Achievers In Your Team
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Many people tend to feel like nothing more than cogs in the machinery at work. There are those who see themselves as those who are hired to do what's necessary, but don't really feel like they are getting the attention they need to be able to grow. It can be common to feel ignored and excluded in the workplace, and to feel like you're receiving attention only when you've done something wrong or when you are being assigned tasks. The prospect can certainly lower morale and job satisfaction, and many people won't feel like achieving any more than they have to. Even worse is that people would end up feeling like they're not worth more or are no longer qualified to do any other job.

It won't help you or your team to think that they're just whiners who need to put up or shut up. Too many bosses think that employees should quit if they're so unhappy, but this doesn't really solve the problem and you might end up with a new flock of employees who will end up feeling dissatisfied down the line. A good thing for you to do is to assess how you are managing and motivating people.

Often, there is only one or two people who are considered leaders of a company. That's normal; every company has to have those leaders who also function as symbols of inspiration for the rest of the employees. But prioritizing only those people means that you are ignoring all the others who could very well perform excellently given the opportunity, and you could also be failing to produce innovators or the next generation of company leaders. At the very least, you want to be able to have a team of people who are inspired by and interested in their jobs and want to do more.

So how can you make sure that you are improving your current employees? First of all, you need to take an interest in them and what they want to do. Get to know what their goals are and you can formulate a development strategy for their careers. You do not want to be a barrier to their success--you want to facilitate it and give them the necessary tools that can make this happen. Make coaching available to the rest of your team and let them know about any workshops that they can take. At the same time, encourage them to let you know about any seminars and workshops that the rest of the team might benefit from.

Remember that it's your role to seek out talent in your company and figure out how to hone them. A leader should not hold back his or her people, but should encourage them to achieve more, boost leadership development, and build a leadership mindset.


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