1. Use emotions more frequently. For example, express heartfelt appreciation, get excited about organizational success. Show energy and enthusiasm.
2. Reach out to people. Find more ways to interact with your subordinates. Practice management by walking around. Initiate conversations and be constructive.
3. Set an aggressive target. With the involvement of your team members, set a target that will stretch the group.
4. Practice lavish communication. Take the time to be inclusive by being diligent in passing on information that you collect to your colleagues. Controlling information is not inspiring.
5. Delegate tasks with the development of the other person in mind. Delegation can be elevated to an important discussion and can be wrapped with important messages that inspire and that generate positive motivation. “I see this project as a real opportunity to help you develop your skills in….”
6. Make having a personal development plan a priority and review it at least twice a year. Create positive consequences for having a personal development plan in place and for pursuing it.
7. Schedule regular coaching sessions with each subordinate. Make yourself available. Also, leaders who are strong in self-development are very frequently rated higher on their ability to coach and develop others.
8. Involve more people in decision making on every important issue. Seeking the opinion of others communicates that what they are doing is important and it conveys respect and appreciation and strengthens the bond with the leader.
9. Shower positive attention on new ideas. If you have a “no” approach to new ideas, you will unwittingly close down creativity and innovation. If you don’t know, ask those who work for you, they’ll know.
10. Be the example. Demonstrate to your colleagues with your actions what is valued by the organization. You may also need to selectively model behaviors that need to be emphasized in the organization. A “do as I do” approach.