Small actions, big outcomes: 5 micro-behaviours to boost productivity and motivation
As we have previously discussed, the Seinfeld Strategy and the Progress Principle are both powerful tools for achieving success and avoiding procrastination. But how can leaders use these strategies to help their teams succeed and achieve their goals?
The answer lies in the power of micro-behaviours: small, simple actions that can have a big impact on productivity and motivation. By incorporating these micro-behaviours into their leadership style, leaders can create a culture of consistency and progress within their teams.
Here are some examples of micro-behaviours that leaders can use to realise the benefits of the Seinfeld Strategy and the Progress Principle:
Daily check-ins
One of the simplest ways to create a culture of consistency is to check in with team members on a daily basis. This can be as simple as a quick email or chat message, asking about progress on a particular task or project. By doing this consistently, leaders can help team members stay on track and avoid procrastination.
Evidence small wins
The Progress Principle tells us that small, meaningful wins can have a big impact on motivation and productivity. Leaders can leverage this by providing evidence of small wins with their team members. This could be sharing positive feedback from a client, showcasing positive results from a report, or sharing a success story from a team member. By providing evidence of small wins, leaders can create a culture of progress and motivation within their team.
Set small behavioural goals with clear deadlines
The Seinfeld Strategy is all about consistency. Clear goals and deadlines are critical for achieving this. Leaders can help their team members by setting small behavioural goals with clear deadlines for each project or task, and by checking in regularly to ensure that progress is being made. This can help team members stay focused and avoid procrastination.
Acknowledge effort
It's important to acknowledge the effort that team members put into their work. Leaders can do this by offering specific compliments or acknowledgments of the effort being made towards a particular task or project. This could be as simple as saying "I appreciate the extra effort you put into this report" or "I noticed how much time and attention to detail you put into this presentation." By acknowledging effort, leaders can create a culture of appreciation and recognition within their team.
Discuss the link to bigger goals
When team members understand how their daily work contributes to the bigger picture, they feel more invested in their work and are more likely to stay motivated. Leaders can facilitate this by discussing the link between the daily tasks and the bigger goals of the team or organisation. This can be done in team meetings, one-on-one conversations, or even in regular progress updates. By discussing the link to bigger goals, leaders can create a sense of contribution and purpose within their team.
