The best pep talks motivate, inspire and energize.
They transform teams. They encourage high performance.
According to Daniel McGinn, author of “Psyched Up: How the Science of Mental Preparation Can Help You Succeed,” there is a formula for motivating people with the spoken word.
McGinn says an effective pep talk has three main components:
Uncertainty-reducing language. This is when leaders provide information about precisely how to do the task at hand by, for example, giving easily understandable instructions, good definitions of tasks, and detail on how performance will be evaluated. Instructions like “write down your goals” and “frame your favorite quotes” are examples of this language.
Empathetic language. This shows concern for the performer as a human being. It can include praise, encouragement, gratitude, and acknowledgment of a task’s difficulty. Phrases like “How are we all doing?” “I know this is a challenge, but I trust you can do it,” and “Your well-being is one of my top priorities” all fit into this category.
Meaning-making language. This type of language explains why a task is important. This involves linking the organization’s purpose or mission to listeners’ goals. Often, meaning-making language includes the use of stories—about people who’ve worked hard or succeeded in the company, or about how the work has made a real difference in the lives of customers or the community.
The right mix of language will depend on the context and the audience.
Experienced workers who are doing a familiar task may not require much direction. Followers who are already tightly bonded with a leader may require less empathetic language. Meaning making is useful in most situations, but may need less emphasis if the end goals of the work are obvious.
Good pep talks work. Design them appropriately, and deliver them clearly to get the best out of your teams.
Have a great week.
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