Essential Leadership Behaviors

Developing Your People – An Essential Leadership Behavior

Develop Your Team - Managing for Performance” The leader must be in charge of getting things done by running the three core processes – picking other leaders, setting the strategic direction, and conducting operations. These actions are the substance of execution, and leaders cannot delegate them regardless of the size of the organization.” – Ram Charan

If you aren’t empowering your employees, if  you’re not calling them forward to greatness, and if you’re not recognizing them…you’re missing the opportunity to make your organization great.

Finding talent within your organization and “shining a light” on those talented individuals so they can inspire others is a vital part of leading and developing your people.

To me, it’s about ownership. As leaders, sometimes we have to get out of the way so our people can step in and lead with us. If we don’t give our team members a chance to step up and step into their greatness, they will never have a chance to show us what they have to bring to the table.

But what about those who don’t step up when we call them forward? Well, that’s another important discovery that we need to make, right?

Sometimes people don’t want the ownership we desire them to have. And we might as well find that out early on in the working relationship. My philosophy is this: Step up or scoot over. Because we’ve got a business to run here.

Team Talent

I do a lot of work with my clients on rebalancing their team talent. I find the greatest experiences are always a result of getting the team members involved in the process so they will take ownership for the day-to-day business operation.

Effective Leadership Behaviors - Managing for PerformanceThe most powerful way I have found to increase ownership on the job is to co-create job descriptions with team members that will fit the talents, their strengths, and their interests. When a team member has an opportunity to create his or her job, work is easier, more fun, and more gratifying, and that all results in increased productivity.

How to co-create job descriptions…

The easiest way to co-create to increase job ownership is to meet with your individual team members one-on-one to discuss their roles and responsibilities. During the conversation, be sure to ask these simple questions:

  • What are you good at that you also love to do at work?
  • Where do you get “stuck”? What are those things you know you aren’t good at and don’t enjoy doing at work?

These questions are powerful because they get right down to the basics of strengths and weaknesses – we all know what we are good at and where we find fulfillment in our work, and we also know where we fall short and get sucked of our mental energy to perform tasks we either aren’t suited for or simply don’t enjoy.

When we have the freedom to say out loud what we like and don’t like, what we are good at and what we are not, it allows for open dialogue about where we excel and where we feel held back.

The great thing is, you as “boss”, as the leader, don’t have to figure this stuff out alone. When your team members get involved in their personal and professional development and have a voice in the destiny of their career path, you add a multiplier on the effectiveness and overall well being of your people.

It’s worth it to get this part right. And you don’t have to do it alone. This is about ownership – the ultimate fuel behind productivity!

I can help you build leadership in your team.

Order my book today or contact me at 425-241-4855 to schedule a workshop.






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