Home > Business, Inspiration, Leadership, Motivation, Success > Bees like honey Part 3 of 5.

Bees like honey Part 3 of 5.

This is part three of five of a weeklong exploration of leadership.   I will explore the relationship between the leader and the team members.  Your insights are welcome.

Your team works for you because they need a job.  Your team works for you because they like the job.  Your team works for you because they love what they do.  Your team works for you because they honor and respect what they create.

Some version of one of those sentences describes people on your team.  How can you get them to a level that is well beyond, collecting a paycheck?  It bugs me when people say one of these comments; “the benefits are amazing” or “at least I have benefits”.   Well, benefits are nice but the aren’t reason you get out of bed in the morning.  No one was ever internally motivated because they could get a good tooth cleaning… unless they are a dental hygienist.  Your job, your career, needs to be much more than just eeking out a paycheck with some benefits.

They love honey.


Hey leader, your team wants to be led to greatness.  They want to be part of a successful team.  They want to feel needed and be inspired.  And it’s your job to do that.  Each person will be motivated a little bit differently.  Some could use a bonus while others would love a flexible schedule.  Some might like sports tickets once in a while and others might like public recognition. 

Leaders need to acknowledge greatness when they see it.  Greatness can be found in a lot of different areas too.  You just need to look.  Sometime the quiet professional is great at their job and adds a lot of value to the team.  It doesn’t have to be a remarkable break through in order to be recognized. 

Think about this, if one of your direct reports does a great job on Monday that’s nice.  That’s what’s expected.  What if they do a great job every day of the week and do it in a positive manner that affects others outside of their area of expertise?  Long term consistently is the path to success. 

So don’t hesitate to reward your team.  Hold them in high regard, like a proud grandparent does their grandchildren.  Give honest praise to those who have earned it.  Your praise will serve as an example to the rest for the team as to what you consider success.  Without a motivated team, your project or organization isn’t going to make it to the top of the mountain.

Tomorrow I’ll talk about my Inverse Leadership pyramid.  It’s a heavy burden to carry the larger the pyramid gets.

  1. February 2, 2011 at 9:33 am

    Hi Matt,
    How to get the team inspired is a hefty topic for sure. Selecting people who own their own morale goes a very long way. Leaders inspire yet followers must make a choice about their daily morale. I have seen committed high performers motivated by the paycheck because their true inspiration is providing for their family. Others, as you mention, must have a passion for their work to be truly committed.

    Morale is a personal choice!

  2. February 2, 2011 at 9:46 am


    The office curmudgeon can’t be appeased because they choose not to. I hate to say that they might be hopeless but past performance is an indicator of future temperament.

    But those that just need that little push at the right time in the right way, need that nugget of inspiration. Those are the ones that can be elevated.

    Great comments, thanks!


  3. February 2, 2011 at 5:44 pm


    I really like your levels of commitment:

    1. Your team works for you because they need a job.
    2. Your team works for you because they like the job.
    3. Your team works for you because they love what they do.
    4. Your team works for you because they honor and respect what they create.

    As leaders, if we can assess each of our team members on this scale we may learn what the committment gap is, if there is anything we can do about it, and develop simple daily rituals to maintain and/or increase an environment of trust, respect and collaboration.

    Great! 🙂


  4. February 2, 2011 at 6:32 pm


    Thanks for stopping by and your addition to the discussion.

    Finding what motivates the team members is an essential part of the puzzle. If only everyone was intrinsically motivated!


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