We’ve been taking several blog posts to discuss the Five Practices that Drive Leadership Performance. In the last post we discussed how to Challenge the Process. In this post we will discuss how to Enable Others to Act.
These ideas are taken from the Leadership Practices Inventory and A Coach’s Guide to Developing Exemplary Leaders by James Kouzes and Barry Posner.
I remember working for a former boss who would do two things that would drive me crazy. She was a consummate micro-manager. She was constantly involved in the work that was my responsibility to complete. I often wondered why there were two of us, when she wanted to be enmeshed with my responsibilities and me. I felt like she didn’t trust or respect my work or me.
The second thing that was apparent was that she was threatened by my competence. She could not stand to have any of her direct reports with skills and abilities that she did not possess. She was not interested in seeing us grow or thrive. It was hard to take initiative and act with a boss like this.
This is an example of someone who did not enable others to act. Here are two commitments that are important to enable team members to act and thrive.
Commitment 1: Foster collaboration by building trust and facilitating relationships.
Building trust is the foundation upon which collaboration rests. It’s important for a leader to nurture openness, different points of view and healthy conflict. This will lead to collaboration which is critical to achieving a high performance organization.
In order to be effective, team members need to work together and rely upon each other. Everyone brings different skills, abilities and perspectives to the table. Each team member has a role to play in supporting the goals that align with the strategic initiatives and vision for the organization.
Commitment 2: Strengthen others by increasing self-determination and developing competence.
Leaders need to create a climate in which team members feel engaged and in control of their work. They need to have the tools to do their work effectively and they need to see how their work contributes to the overall vision for the organization.
Within specified parameters, team members need to have the latitude to make their own decisions and feel like they are part of the forward movement of the company. They need to also have the freedom to strengthen their skills and abilities through learning and development opportunities.
Leaders who build a culture where team members are enabled to act are involved in many of these approaches.
1. Conduct weekly staff meetings and or daily huddles. This is an opportunity to bring everyone together and get him or her up to speed.
2. Encourage team members. Your words are a powerful tool. It’s important to give consistent, positive feedback to team members.
3. Build relationship with future leaders. In order to build competence within the organization it is important to have a special relationship with high-potential employees.
4. Encourage differing viewpoints. Spend time encouraging team members to share different viewpoints and really listen without judging their ideas.
5. Create connections. Spend time walking around the office or, as one of my leader friends does, empty trash and chat with people you see.
6. Engage in active listening. Pay attention when people are talking to you and respond in a way that shows you understand what has been said.
7. Ensure actions support values. Make sure that what you do is congruent with your values and that of your organization.
8. Build a learning organization. Provide growth opportunities both inside and outside the organization.
9. Find ways to give more responsibility. Find opportunities to stretch team members with a new project or assignment.
Enabling other to act is a powerful force in any organization. It strengthens the organization and facilities more involvement, engagement and accountability.
Share Your Thoughts: What approaches do you use with your team?