Wake up. Shower. Eat breakfast. Coffee. Commute. Work. Whether we like it or not we are creatures of habit. Just like any of the routines listed above, our day focuses on the “how” we will continue our routines, but we often forget the “why.” We forget what drives or motivates us to select the routines we keep, and discard those of our choosing. The answer lies in asking ourselves “why”? Years ago, I began asking myself “why” more often after watching a video that focused on the source of great leadership- a topic featured on TED Talks. In summary, asking “why” was a determinative factor that drives individuals to be their most successful selves. Interestingly, it allowed those individuals to inspire and motivate not only themselves, but those around them as well.
This is especially true in the workplace. At times, I noticed myself just working to get the job done, bouncing from problem to problem in search of a solution. What I find to be most motivating, is being in an environment surrounded by those who want to thrive or those whose values and purpose are shared. Studies show that people who are motivated or understand their “why” are generally happier. Happiness and passion are contagious. These characteristics are important in a work environment, and especially important for leaders and managers to embody. We can forget how impactful a leader can be – whether that person is a manager in the company or a personal mentor. The person in charge will have an impact on their employees. Employees who are motivated by their managers tend to work harder and be more productive. Managers that are successful motivators have honed their ability to connect their employees to their mission, their “why.”
With technology constantly at our fingertips, we live in a world where research is key. Our curiosity to know answers about anything in our daily lives leads us to ask more questions when it comes to everyday things, whether it be which restaurant to eat dinner at, which gym to sign up for, or which item to buy off of Amazon based on customer reviews. It’s all about the connection. So why should this be different at work and for managers?
At GSG, management holds monthly meetings to assess performance, goals, and applaud accomplishments. In addition, these meetings are a reminder of GSG’s “why”. Why are we all working to solve a particular problem? Why should we reach our goal? Why is teamwork important? And most importantly, why are we at GSG? GSG, especially its leaders, make the effort to keep the passion for success going and establish the personal connection. In the GSG office, a bell is hung and rung when accomplishments are made. When a sales rep closes a large transaction, the bell is rung. When a significant customer relationship is established, the bell is rung. Each ringing of the bell is a reminder of why we do what we do at GSG. What we do is not the function of a policy or procedure, but a mindset.
GSG is why-centric. Now, I challenge you to ask yourself, boss or mentor, “why”?
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