MOTIVATE Motivate others to do what you think is important.

20. Leave people free to act: Don't just give people step-by-step advice, but rather give them the freedom to figure it out for themselves. Nobody likes micromanagers!

If asked for help, provide a rough instruction to get a person moving in the right direction, but intentionally leave something to the imagination so they have the freedom to fill in the blanks.

When a person discovers that they are able to figure things out on their own, they discover that they are more powerful than they ever thought possible. She or he will understand where she or he comes from and because of this, she or he will understand you better.

MOTIVATE

One of the oldest questions known to mankind is « Why do people do what they do? »

This question is often closely followed by « How can I get them to do what I want them to do? »

When you need to do something and the task is too big for you, you need to ask other people for help.

But motivating others to do what you think is important is one of the greatest challenges of leadership.

It is well known that humans are driven by autonomy, mastery and determination.

People want to be in control of their actions, to be recognized for what they've done, to learn new things, and to feel that what they're doing matters.

So how can you give them that?

1. Explain to them: explain exactly what you need when and why.

Explaining the big picture lets others see how important their contributions will be and provides the context needed to make better decisions about how to complete tasks.

2. Involve them: ask them what it will take to get involved. Everyone is different, and what may be very motivating for one person may be difficult for another. Find out what motivates them and tailor your expectations accordingly.

3. Trust them: give them the autonomy to decide how the work will be done, within a parameter. Give them the ability to decide, but make sure they know you're available for any questions.

4. Inspire them: explain why you asked them, as opposed to someone else.

List their knowledge, skills and experiences that prepare them well for the job.

People will often live up to expectations, so set high expectations for yourself and let them know you expect success.

5. Value them: thank them sincerely. Congratulate publicly and share positive comments with their peers, bosses, or social networks.

6. Reward them: provide tangible proof of your gratitude. Send a handwritten note thanking them for the extra effort on a great project.

Certificates, gift cards, plaques, public recognition, another worthwhile project, and more responsibility are all ways to reward people.