Sounds like motivating and leading your colleagues is an easy task if aware about the needs.
I like this book. It’s not outdated, even 20+ years since it was published. Written in M. Gladwell style it brings the leading education through simple storytelling. Zapp (the positive) vs Sapp fight kept me engaged for the whole day (yeap, it’s a day read).
There are three steps of Zapp (thanks to kevinb on this post)
- Maintain Self-Esteem. Help employees feel confident and satisfied in the work they do.
- Listen and Respond with Empathy. Understand their needs and concerns, and don’t assume that you know what they are.
- Ask for Help Solving Problems. Involve your employees in solutions. Seek ideas, suggestions, and information.
And the three steps lead to the Soul of Zapp: Offer Help without Taking Responsibility. Managers need to be there for their employees, being supportive and providing encouragement and help, but without taking the employees’ work on themselves or micro-managing them.
For Zapp to work, people need:
1. Direction, consisting of key result areas (the directions we want to go), measurements (ways we know we are moving in the right direction), and goals (something to tell us if we’re there yet).
2. Knowledge, including job skills, training, information, and specific goals.
3. Resources, such as tools, materials, facilities, and money.
4. Support, including approval, coaching, constant feedback, and encouragement.
It’s easy to “sapp” people. But having Zapped! employees is difficult: it takes time, energy and a belief that the organization is only as good as its people. If you truly desire continuous improvement and the opportunity to reach your loftiest goals, your organization needs to get Zapped!
Authors on what the Zapped means:
“responsibility, a sense of ownership, satisfaction in accomplishments, power over what and how things are done, recognition for their ideas, and the knowledge that they’re important to the organization.”