What does it look like to inspire your team?
- mayadolgin
- Jun 20
- 3 min read
(June 17, 2025 Newsletter)
Last week a client and I spoke about what it means to be more inspiring. His team are senior managers, tenured and serious professionals, with junior folks reporting into them.
He didn’t want to come across as “cringe” (think Michael Scott from The Office, as he said). Instead, he wanted to be credible, positive, maybe even a touch enthusiastic.
So what could he do to lift them up and motivate them in a way that would feel authentic?
Why it matters
Your team looks to you for cues on how they should behave. If you’re positive and upbeat, and they perceive that as real, they will likely follow suit.
On the other hand, if they sense that you are glass-half-empty, in a scarcity mindset, or panicking, they will clamp down, as well.
What did we come up with?
The conclusion we drew in last week’s coaching session was that the key to being inspirational is to inspire confidence: confidence in the company vision and confidence in them.
The message needs to be “This is why I believe in what we’re working towards, and this is why I believe you’re the right people to get us there.”
If your authority with the team isn’t established yet, you will likely also want to include a message of “This is why you should believe that I’m the right person to lead you.”
Paint the picture
How can you make the case?
Focus on the vision: With vivid language, paint a picture of the end goal. If you are building technology that doesn’t exist yet, describe the way in which the solution you are creating will make your customers’ lives easier. If you work in a nonprofit, keep everyone’s attention on how you are serving your community or sector. The more specific the imagery, the easier it is to imagine it. The path to get there might be challenging, but that is not a reason to waver. You can do this in formal team meetings, as informal reminders in 1:1s, or in writing.
Focus on them: They are exactly the people you need to make the magic happen. Articulate what makes them the right team for the job, and how their contributions will make a difference. Explain how you know that they will succeed – what is it about them that inspires you? Be specific.
Focus on your results: In many cases, the above will be enough to help them believe in you too. But if you are new to the organization or the role and they haven’t seen you perform yet, there are two ways that will accelerate their confidence in you. 1) Have someone else tell them about your past accomplishments, 2) Let them observe you handling a challenging situation successfully, 3) Share with them what motivates you; why you’ve chosen to do the work you do.
Final thought: The client and I also looked at the Mood Meter to identify the energy levels he was aiming for. I invite you to do the same – it will help clarify what tone and body language you’ll want to use for all of the above. There isn’t one right answer - only what works best for you.
The Coaching Corner
Close the conversation with something from the beginning
Closing the loop is a great way to make the person feel that you’re listening closely (and therefore you care, and therefore they can trust you).
If, at the start, the team member mentioned what they have planned this weekend, wish them well on that specific thing before signing off.
If they said they were just coming from a stressful meeting about X, before signing off make sure they have what they need for the follow up on that meeting.
If you started by reviewing to-dos from the previous meeting, reiterate that you’ll do the same next time on the to-dos from this call.
Recommendations
“In Uncertain Times, Ask These Questions Before You Make a Decision” – love the four questions laid out in this article.
2023 BetterUp Insights Report on coaching cultures in organizations – helpful in getting a definition of coaching cultures and parsing out how companies can integrate coaching at all levels alongside other interventions.
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