the reason certain work needs to get done by a certain time. For example, "We need to get this done by the end of this week, or a factory will sit idle and people will get laid off," is a much more effective message than telling employees, "We have to get this in next week, because the project is three weeks behind schedule."

2. Show gratitude.
The study showed that of 19 types of politeness measured (such as saying "please," greeting people, deference to social standing, and apologies), only one showed a statistical impact on success rates: gratitude. Too many leaders don't bother saying thank you and mistake the paycheck for thanks enough. A little gratitude goes a long way toward making employees feel valued.

3. Be positive.
Not surprisingly, posts on a site where people ask for food tend to be negative and sad. Surprisingly, the Stanford study found that the posts that conveyed optimism and a positive attitude were more successful in getting a pizza than the downers. Sometimes, less "needy" individuals (like those asking for pizza for a birthday party, for example) had better results than those expressing great need. When it's time to rally your troops around a project or work event that you know they aren't going to like, try emphasizing the good news instead of the bad.

4. Be one of the gang.
The Stanford study showed that members of the Reddit community were more likely to help those who they thought were like them in some way. It's easy for leaders, especially those high up the ladder, to assume a persona that lifts them above the group. If you do that, be prepared to have it backfire at key moments of need unless you can also cultivate some aspect of "sameness." It works even better if you are actually able to relate to your employees. Even if you can't, do your best to cultivate a personality your team can relate to.

It should be easier for a leader to inspire a team than it is for people to get perfect strangers to buy them pizzas. You have the advantage of personal contact, a built-in understanding of why a team member might need to deliver at a given moment, and significantly more access to what makes them likely to get involved. But you also have the handicap that your behavior is monitored 40 hours (or more) a week by your team. If you want to be a good leader, you might want to consider treating your team members as if you always want them to buy you a pizza. Maybe they will. If they don't, at least they'll be more likely to work hard for you.

What inspires you at work? Which leadership traits have you found to be least effective in your IT organization? Tell us all about them in the comments section below.

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