5 Questions With Mark Keating

5qs

 

Mark Keating

Mark Keating

Singer Songwriter (TMG)

Think back to when you were extremely motivated by a boss, leader, or teammate. What did they say or do that motivated you so much and why did it work?

The sense of motivation came through a couple different ways. There was the opportunity aspect and the prospect of a challenge. The best example of this that I can think would be a situation with a band I used to play with. I started acting with them when I was 17 and the more opportunity I was given to do different songs the more I rose to the challenge and grew as a musician.

When have you been very unmotivated by a boss, leader, or teammate? Why did it create a feeling of un-motivation to do your job better?

The circumstance in which there was a lack of motivation came from a different boss, one that I also no longer work for. The obvious displays of favoritism and being passed on for opportunities for advancement played a key role in that. Self-motivation can only get you so far when a manager creates an environment without incentive. You don’t motivate the worker who is being treated less favorably because their efforts reap no fruit and it spoils the others into not striving for anything.

What is one characteristic you look for in an effective leader?

I look for honesty in a leader. If a manager or boss can’t look honestly at a situation and make the best decision based on facts instead of opinion or favorable feelings then the company or group will suffer. This includes being able to honestly discern the employees’ skills and capabilities.

When have you motivated another person to better themselves or to be more productive in their job?

I go into any sort of leadership position, however big or small, with the same attitude. Treat an employee or a student with a sense of respect. Actually expect something of them but give them the tools and opportunities to do succeed. I have done that with music lessons with my students by having shows in which they can demonstrate what they’ve learned and feel proud of it. I’ve done in more normal job settings by training people then letting them do it. I don’t constantly hover over them waiting for a mistake. If a mistake is made I offer help but allow them to try and remedy the situation themselves.

What is one piece of advice you’d give towards aspiring leaders?

My piece of advice would have to be warning against the destruction of micro managing. No employee exceeds expectation while being micromanaged. No employee grows as a leader themselves if they are not delegated some responsibility. You end up with a team of well-trained yes men and that does not for a good company make.

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