The Inspirational Leader. Working To Inspire Others

Updated: Nov 17, 2019






Is there a certain leader you’ve had who you’ve loved working with? We all have those one or two examples of leaders that easily come to mind. We’ve worked our hardest. We’ve done our best work. We would follow that leader anywhere. But what makes us want to follow certain leaders? What makes us want to work our hardest and best for a particular leader?


Inspiring others is a leadership competency. Motivating others and building effective teams is so important to success and yet a hard competency to master. The shift from good to great happens with skill in empowerment, awareness of people, flexing to other’s styles and being able to make tough stands while still preserving engagement. Feel like hard work?


Great leadership is hard work every day. In my post The One Thing You Need For Growth,

I describe the navigation console of leadership with many levers. Those levers constantly need adjustments and tuning depending on situation, team and person. If you’ve got a strong passion and vision, this effort doesn’t feel like hard work.


Where to start


Like so much of leadership, successful leading and knowing your team starts with a conversation. It is about focusing on understanding and building a trusted relationship. Start and sustain conversations to understand your team members’ motivators and aspirations. Find out and know exactly how you help them do their best work.


Once they’ve helped you understand them, watch them in action and learn their interpersonal style. It’s about knowing both what motivates your team member and how best to communicate with them. Tracom Social Styles is an effective model to help your awareness and develop a style of tailored interpersonal skills for each of them.


Leadership is the ability to get extraordinary results from ordinary people – Brian Tracy


Leadership priorities


Inspiration is one component of the Pivotal Leadership model. It’s part of Leadership in Action that encompasses the foundations of being a leader. If you want to look at an overall framework for what you need to get right in leadership, here are the five leadership components we think you should keep working on to move from good to great.


Pivotal Coaching’s Leadership in Action

  • Build high-performance teams

  • Manage deep client relationships

  • Engage with inspirational influence

  • Act and engage to communicate your leadership brand

  • Have leadership presence



Stop doing vs start doing



The easy answer to influence is what won’t work. To start to realize change in your influence skills, know that:

  • One style doesn’t fit all

  • Everyone is not naturally motivated

  • Be able to talk to those you don’t like

  • Stop judgement

  • Motivation is not simple

A first step is to find 1 to 3 priorities to focus on. As always, keep your development plan to a maximum of three themes. This can feel overwhelming when you don’t have enough hours in your day to do what you want. Consider what you can stop doing to allow you to start doing. This is connected to your operating skills competencies and specifically to time management. Refer back to Chasing Time for tips for working on how you invest your time. Also for consideration is how you work. Invest reflection into your comfortable habits and the new habits to be formed to realize your changes.


The power of networks


Your team is a network, or ecosystem. Understanding how ecosystems individually and collectively operate is complex. Relying on your memory is not the ideal process to optimize your team. Consider how you develop, maintain and capture your understanding of the network of your team. Earlier we shared gaining understanding of your team members and in particular knowing who they are, what’s important to them and how they prefer to interact. It’s about having a process to ensure you don’t lose track of this important and valuable information.


Would you follow you?


Leadership development work ties back to knowing who you are, how you show up and how you do your best work. While there’s a strong source of references to practice the skills for influence mastery, always leverage your personality to its fullest potential to connect, build relationships, build trust and engage with your team. If you are really vested in knowing what your best leadership persona could look like, spend some time on self-assessment, self-awareness and feedback. If you’d like some help on this journey, an executive coach is an excellent partner for you.





Pivotal Coaching is keenly focused on leadership as a driver of growth. Our Programs and Leadership Assessment Services offer a number of ways to help you and your team realize potential and results. The work we do delves into a full scope of leadership competencies, including inspiration.









Lisa W. Haydon is the President and Founder of Pivotal Coaching Inc. She left her comfortable corporate career several years ago to follow her passion of helping people realize their potential and companies to realize high performance. Lisa is a growth focused entrepreneur, leadership development consultant and certified executive coach. To her clients, she brings business experience with prestigious corporations and continuous education. Lisa’s work in business operations and B to B sales expertise allowed her to create a differentiated coaching model and client experience. Lisa and Pivotal Coaching are known for 1:1 and cohort Programs in leadership development and sales effectiveness.




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