Unlocking Initiative: Turn People into Go-Getters
Are you tired of feeling like problems won't get solved without your involvement? People need to take initiative for progress, but how do you create an environment where this can happen? In this episode of Leadership Hustle, Andrea and Michelle will show you how to build an environment that encourages people to become go-getters.
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Creating Team Initiative: Turn People into Go-Getters
How do you create team initiative? Have you ever encountered a situation where a team member pointed out a problem that has been happening for months, only to find out everybody knew but didn’t do anything about it?
In our roles as leaders, we frequently stumble upon challenges that unexpectedly arise. These issues, if left unaddressed due to a lack of initiative from our teams, can escalate into major roadblocks on our business journey. In this Leadership Hustle Podcast episode, Andrea Fredrickson and Michelle Hill give us the two steps we can take to make employees take initiative and solve problems without you having to constantly intervene.
The Consequences of a Lacking Team Initiative
When your team fails to perceive the urgency to address organizational issues, these problems tend to escalate and spawn additional complications. Your team might anticipate that you, being their leader, will intervene to resolve these issues without even considering the possibility of taking action themselves.
This situation can be exceptionally exasperating. So, how do we empower our employees and team members to take the initiative in actively solving these problems without the necessity for us to continually point them out?
Here are the two main steps to building a strong team initiative culture.
Step One: Cultivating a Culture of Initiative and Continuous Improvement
The first step is deciding if you want a culture where things are always improving, and people are questioning processes and procedures or if you want an organization where everybody just does the bare minimum.
A culture of continuous improvement doesn't just happen; it's consciously built. This environment encourages your team members to propose new ideas, alternative methodologies, and more efficient processes that could simplify their workload and enhance overall productivity. It's about empowering your team to be change-makers to have a sense of ownership and accountability over their work.
To build this kind of culture, clarity is key. Ensure your team understands that they are not just permitted but actively encouraged to suggest new solutions.
This isn't about fostering a culture of criticism but rather one of constructive feedback and continuous evolution. By cultivating a culture of initiative and continuous improvement, you'll be fostering an environment where team members feel valued, invested, and motivated to contribute and solve emerging problems in the organization.
Market Your Team Culture:
It's essential to effectively communicate this new cultural shift within your organization. Use every available channel to reinforce the message that initiative and continuous improvement aren't just welcomed; they’re expected. This will make sure that everybody is on the same page. Step Two: What You Need to Start and Stop Doing
As a leader, the actions you choose to halt and those you decide to adopt can significantly influence the culture of your team. Your habits should be aimed at fostering a culture of trust and empowerment, where every team member feels valued and motivated to contribute their best.
Habits to Abandon:
Ignoring Feedback: Ensure that all feedback is acknowledged and considered. Neglecting feedback can create a barrier of miscommunication and discourage team members from voicing their opinions.
Not Providing Full Attention: When team members approach you with queries or suggestions, provide them with your undivided attention. This shows respect for their ideas and encourages open communication.
Solving Problems for Others: Avoid stepping in to solve every problem that arises. Allow your team members to take ownership and find solutions.
Negative Body Language: Non-verbal cues can speak louder than words. Unwelcoming body language can deter team members from approaching you with their ideas or problems.
Maintain open and positive body language to foster a more inclusive environment.
Habits to Adopt:
Managing Reactions: As a leader, your reactions can greatly impact your team's morale. Strive to maintain a calm and composed demeanor even in challenging situations.
Engaging in Conversations: Regularly engage team members in meaningful conversations. This provides valuable insights into your team's dynamics.
Encouraging Questions: Foster an atmosphere where questions are welcomed and appreciated. This promotes learning and stimulates intellectual curiosity within the team.
Involving Others in Decision-Making: Make it a habit to involve your team in decision-making processes. Build ownership among your team and make them feel valued.
Expressing Gratitude: Regularly thank your team for their efforts. Acknowledging their hard work not only boosts morale but also fosters a culture of appreciation within the team.
By abandoning detrimental habits and adopting beneficial ones, you can effectively cultivate an environment of trust, empowerment, and continuous improvement.
Start Building a Culture of Trust and Initiative-Taking
Leaders also need a great team to be successful, and providing a safe and trusting environment is key to reaching its full potential. Whether you're an individual contributor or a manager, you have a responsibility to take the initiative, contribute ideas, and seek continuous improvement in your work. Need help implementing a leadership development strategy in your organization? Contact Revela Group today for tips and leadership mentoring.
About the Hosts
Andrea Fredrickson
Andrea Fredrickson is a thought leader and consultant at Revela, an organization based in Omaha, Nebraska specializing in the development of leaders, culture alignment, and business strategy for private and family businesses of all sizes. Revela is one of the region's most experienced thought challengers, helping individuals and companies find their greatness. Andrea has built an amazing team by believing that fundamentally people want to be successful and become better versions of themselves.
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Andrea has degrees in education, management, and business. She is the author of Insight Unseen; How to lead with 20/20 business vision. She helps people see things differently, self-reflect, and never stop looking for ways to improve themselves on a personal and professional level. Andrea has spent more than 30 years researching and developing methods to help people communicate and lead more effectively.
When Andrea isn’t working with clients, you’ll find her spending time with her family & friends and making memories by exploring new cities.
Michelle Hill
Michelle Hill is a master facilitator and coach at Revela, an organization specializing in the development of leaders and aligning the culture of privately held and family businesses of all sizes. Revela is one of the region's most experienced thought challengers, helping individuals and companies find their greatness.
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An ambitious leader, Michelle has the natural ability to create forward momentum to build teams and get results. She inspires others to look within themselves and to challenge the status quo. She helps create high-performing environments. Michelle brings a diverse background: operations, employee development, and sales in the steel, hospitality, and consulting industries.
Outside of work, you will see her competitive side engaged in her daughter’s sports and ISU athletics. She loves life, her four-legged companions, and captures all the moments through her camera’s lens.
TRANSCRIPT
Andrea Frederickson: Do you feel like you're the only one who sees problems and that nothing really happens until you get involved? In this episode of The Leadership Hustle, we'll talk about the first two steps you can take to help employees take initiative and get those problems solved. Hello and welcome to the Leadership Hustle for executives whose companies are growing fast and need leaders who are ready.