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The 7 Essentials to Creating a Motivational Work Environment

The 7 Essentials to Creating a Motivational Work Environment
The 7 Essentials to Creating a Motivational Work Environment
The 7 Essentials to Creating a Motivational Work Environment
Briana Cabiao, Assistant Vice President & Teller Supervisor, Southern Bank; Dolores Fiorella, Branch Manager, Southern Bank; Jeffrey Byrd, Owner, Jeffrey Byrd Coaching and Certified Speaker, Trainer & Coach, The John Maxwell Team; Richard Wilcox, Teller Supervisor, Southern Bank; Susan Long-Molnar, Managing Communications.


“We become what we behold,” said Jeffrey Byrd, addressing the audience in this month’s Chamber Education Series on August 9, 2018. Byrd, owner of Jeffrey Byrd Coaching and a certified speaker, trainer and coach with the John Maxwell Team, presented “How to Create a Motivational Work Environment.”

A true leader values their team members, empowers those around them and develop other leaders every day. To become a leader, one has to keep doing the right thing, stay on track and keep trying. In a compelling, engaging and dynamic presentation, Byrd went through the levels and qualities of exemplary leadership with The S-U-C-C-E-S-S Method, the 7 essentials to a motivational work environment. 

Byrd listed The S-U-C-C-E-S-S Method as the following: 

  • Spirit of a 360 degree learner

“A 360 leader is one who believes they can learn something from everyone around them.” In order to quality as a 360 degree learner, Byrd says that one must have the quality of humility. A true learner and leader will allow and listen to the contributions of everyone. 

  • Understanding the value of each team member

“Performance issues are often the manifestation of an appreciation issue.” There is value in every team member, whether they are positionally below them, above them or on the same level as them. Sometimes new eyes are the best to observe the surroundings of the environment and should not be automatically dismissed. One of the most effective ways to show appreciation is the “please and thank you” policy. When asking a team member to do a task, one should ask politely and thank them to show appreciation. 

  • Caring enough to listen

The best leaders will ask, “What do you think?” “What am I missing?,” and “How can I improve?” They will focus conversations navigating change on people who are at the source of change, at the impact of change and the “power-brokers” on the team.

  • Caring enough to confront

“Who likes confrontation?” Byrd asked the audience. A few hands raised, but it was clear; confrontation is a task that many would rather avoid. An audience member said, “I don’t like it, but I’m not afraid to do it.” Confrontation is necessary in handling weak links and bad apples in an organization. One should always confront to protect the integrity of an organization’s mission, values and culture.   

  • Exemplify characteristics of a servant leader

One way to exemplify motivational character is to recall and share the characteristics and attitudes of those who have helped them grow into the leaders that they are today. 

  • Showcase effort

“The bigger the goals, the bigger the dream, the more encouragement is needed.” Byrd says that leaders praise others in their qualities and accomplishments. However, team members need to be motivated, encouraged and feel appreciated to move forward especially if the goal is long-term and requires endurance.   

  • Serving the team by building other leaders

“Motivational leaders notice the strengths of other people.” A great leader will build up, nurture, equip, empower and reproduce. The pinnacle of true leadership is to develop leaders who develop other leaders.

As the class came to an end, Byrd graciously answered questions from the audience. One audience member asked for advice on how to deal with small mom-and-pop shops that later grew into large corporations but are not operating with the changes that are expected when transitioning. Byrd says that the hardest part is “breaking away from people who are stuck.” He advises to offer a prescriptive remedy for where they are right now and the appropriate steps that should be taken. Another audience member asked how to handle a “bad apple in a company who cannot see what is wrong because they are narcissistic.” Byrd believes, “If you have a bad attitude, you chose it.” The best action to take for the organization as a whole, would be to let the team member go. Byrd says, “Don’t give them the opportunity to impact the team.”

Thank you to our Chamber Education Sponsors: Presenting Sponsor, Southern Bank; Gold Sponsor, Managing Communications Consulting; Lunch Sponsor: Bahama Breeze; Water Sponsor, Pure Paradise.

The Chamber Education Series continues with “How to Connect with Anyone” with Carletta Waddler from Talent Curve on Thursday, September 13 at the Hampton Roads Chamber. Register here.


Jeffrey Byrd has provided a link to his presentation here.

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