Five, four, three, two, one — blast-off. Elon Musk is headed to Mars… eventually. The space-loving billionaire discussed his dreams of going into space and even life on Mars during the 2017 International Astronautical Congress.
“You want to wake up in the morning and think the future is going to be great, and that’s what being a spacefaring civilization is all about. It’s about believing in the future and thinking that the future will be better than the past. And I can’t think of anything more exciting than going out there and being among the stars,” he said.
For many business leaders, believing in a future beyond their own hypothetical stars is what drives them forward each day. And with the majority of rapidly growing companies looking to increase their hiring this year, according to a January report by the team at Spark Hire, 2018 Growth Hiring Trends in the United States, leaders need more inspiration than ever to build up their talent and create a brighter tomorrow for their companies.
These 3 lessons from Elon Musk will help you map out long-term goals, learning and development opportunities, and even succession planning:
1. Creating goals for the future
You want your team to look toward the future of your company and believe it isn’t stagnant — nor are their careers. For employees to dedicate 100 percent of themselves to their roles, they need to see plans for the future. Even more important, they should be involved in the planning process. You wouldn’t create a civilization on Mars without consulting the first travellers, would you? Their opinions, expectations, and needs would be key factors.
Give your team the same opportunity to plan for their careers by developing an entrepreneurial spirit in them. Challenge each person to make a business plan for their current or future role at the company. Ask them to lay out where they see the company in five years and how they’ll help it get there.
“You want to wake up in the morning and think the future is going to be great” – Elon Musk
2. Don’t make work about one miserable problem after the next
A difficult leadership lesson many of us learn early on is admitting our company has problems. The more important lesson is knowing how to efficiently and effectively overcome those problems, then move on.
The inability to do this results in employees hopping from one miserable problem to the next. After a while, employees become overwhelmed, and it’s impossible to believe the future will be better than the past.
Of course, work can’t always be sunshine and rainbows, so the key here is giving your team the tools to rise above problems and work smarter. When a problem occurs, jump into a team meeting or call to quickly resolve the issue. This shows employees you’re always available to help, which keeps morale high.
Afterwards, brainstorm ways to ensure the problem doesn’t arise again. Have employees note what they feel went wrong and how it can be resolved. Immediately implement these changes to show you’re focused on improving their work experiences.
3. Let them know you’re working to improve their lives
The negativity in this world is overflowing. Work should be a place where employees feel safe to be their genuine, creative, dreaming selves. Every leadership lesson should point back to employees knowing they’re important to the company’s success and that they belong. This is crucial for retention and attracting top talent.
According to a 2017 Globoforce report, Bringing More Humanity to Recognition, Performance, and Life at Work, you can do this by focusing on your team as people who have lives outside of work. In fact, 54 percent of respondents said they would like more opportunities to celebrate life events — such as having a baby, getting married, or buying a house. Additionally, 90 percent of workers who celebrated more than five life events said they feel like they belong in their company.
“And I can’t think of anything more exciting than going out there and being among the stars.” – Elon Musk
Let employees know you care about their lives outside of work by celebrating their life events. If possible, give each person a day off for their birthdays and offer benefits to support important life events, like paid parental leave policies.
Originally Written by : Josh Tolan
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