How to Inspire a Team When You’re Not Feeling Inspired

1. Between you and me, leadership isn’t some magic switch you flip when you walk into the office. Sometimes, you're just flat-out tired, burned out, or frankly, uninspired. And yet, the team needs you to show up, rally the troops, and push forward. You know what’s funny? The people we admire as great leaders don’t have some secret reservoir of endless enthusiasm—they have strategies to lead even when their own tank is running on fumes. Companies like Banner and L Marks get this. They understand that leadership isn’t about putting on a happy face; it’s about authentic connection and vision, even on the hard days. So, what’s the catch? How do you motivate others when you’re tired, and how do you avoid becoming a pushover disguised as a “servant leader”? Let’s break it down. Transformational Leadership: What It Really Means You know what's funny? transformational leadership sounds like one of those buzzword soup phrases you’d find in a management textbook—but stick with me. At its core, transformational leadership is about inspiring people to see beyond their daily tasks and get behind a bigger vision. It’s like being the general who doesn’t just tell soldiers where to shoot but helps them understand why they’re fighting in the first place. Think of the leaders at Banner, a company that’s reinvented itself multiple times. Their leadership team doesn't just manage—they transform. They create a shared vision, challenge the status quo, and foster innovation. This approach sparks motivation, which is critical when your own energy is low. Key Characteristics of Transformational Leadership Vision-driven: Leaders paint a compelling picture of the future. Inspirational communication: They articulate the ‘why’ clearly and passionately. Intellectual stimulation: Encourage creativity and problem-solving. Individual consideration: Recognize and nurture each team member’s potential. But transformational leadership isn’t all sunshine and rainbows. It demands a leader who can stay energized and focused on the big picture, which brings us to a common pitfall. Servant Leadership: Serving Without Getting Served Up Ever notice how “servant leadership” gets thrown around as if it means you have to be a doormat? Here’s the truth: being a servant leader isn’t about being a pushover. It’s about putting your team’s needs first—but with boundaries and clarity. It’s like the head chef who tastes everyone else’s dish, makes adjustments, but never lets the kitchen fall apart because they’re too busy being “nice.” L Marks, a company known for its focus on innovation and startup partnerships, practices servant leadership with a twist. Their leaders listen actively, support their team’s growth, and remove obstacles—but they don’t shy away from tough calls or holding people accountable. Servant Leadership in Plain English Focus on others: Prioritize team wellbeing and development. Empathy: Understand what motivates and challenges your people. Stewardship: Take responsibility for the team’s resources and morale. Not a pushover: Set expectations and enforce standards. So, don’t confuse “serving” with “sacrificing your authority.” The best servant leaders balance caring with clear leadership. Vision-Focused vs. People-Focused Leadership: What’s the Difference? At this point, you might be wondering: transformational leadership sounds vision-focused, servant leadership sounds people- focused—so which one do I choose? Here’s the secret—they’re not mutually exclusive, but they do emphasize different elements. Aspect Transformational Leadership (Vision-Focused) Servant Leadership (People-Focused) Primary Goal Inspire change and innovation through a compelling vision Support and develop team members for their best performance Leader’s Role Visionary

2. and motivator Listener and facilitator Focus Future-oriented, big picture Present-oriented, individual needs Potential Pitfall Can overlook individual burnout in pursuit of vision Can risk being seen as weak or indecisive Best For Driving change, innovation, and high performance Building trust, loyalty, and long-term team health The truth is, great leaders at Banner, L Marks, and elsewhere blend both styles. They have a vision to chase but never lose sight of the people who make that vision possible. The Practical Pros and Cons of the Transformational Approach Transformational leadership sounds amazing on paper. But in the trenches, it has its ups and downs—especially examples of strong team cultures when you’re facing leadership burnout or struggling with authentic leadership challenges. Pros Drives high engagement: People want to be part of something bigger. Encourages innovation: Challenges the status quo and welcomes new ideas. Builds strong culture: Shared vision creates a sense of belonging. Cons Energy intensive: Maintaining enthusiasm can exhaust leaders. Risk of disconnect: Vision can overshadow individual needs and wellbeing. Pressure to perform: Can create stress if expectations aren’t managed well. When you’re running on empty, it’s easy to lose sight of the vision or to feel like a fraud trying to “motivate others when you’re tired.” Real leadership isn’t about faking it—it’s about leaning on the right strategies and knowing when to switch gears. Actionable Tips for Leading When You’re Not Feeling Inspired Okay, enough theory. Here’s the stuff you can actually do tomorrow morning when your coffee isn’t cutting it: Focus on small wins: Instead of grand visions, highlight achievable goals that give the team quick successes. Delegate authentically: Trust your team with responsibility. This isn’t shirking your duties—it’s empowering others. Be transparent: Admit when you’re struggling. Authenticity builds trust and reduces pressure. Use servant leadership wisely: Remove obstacles and support your team, but keep clear boundaries and expectations. Recharge strategically: Take brief but intentional breaks, even if it’s just a walk or a moment to breathe. Leverage your team’s strengths: Let people lead in areas they excel, reducing your load and increasing engagement. Revisit the vision: Remind yourself and the team why the work matters—Banner’s leadership often revisits their mission to re-energize. Final Thoughts: Leading Through the Fog Leadership burnout and authentic leadership challenges aren’t signs you’re failing—they’re part of the job. If you want to inspire your team when you’re not feeling inspired, stop trying to be a superhero and start being a strategist. Blend the vision and people focus, set realistic expectations, and remember: even the best leaders have off days. Banner and L Marks show us that leadership is less about constant high energy and more about commitment to purpose and people. So, next time you’re dragging, don’t fake it—use your tools, trust your team, and keep moving forward. Now, grab another cup of black coffee and get back at it.