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Inclusion vs Autonomy
I start with two quotes today. Unlike my usual Thoughtful Kickstarts, these are not famous pearls of timeless wisdom from past sages. But they will sound familiar to you:
1. “Leave me alone so I can get my work done.” as said by practically every worker; and
2. “How come I was excluded from that meeting?” probably exclaimed by someone you know at some point.
Today we discuss two elements a leader has to manage to get the most out of the team - fostering autonomy and including people. Whether you are in a position of transformational leadership, in a business development role, or if you are exploring leadership in your next career transition, it helps to understand the necessity of these two opposing energies. There is a balance to be struck for each individual.
Inclusion is key. Important information and ideas have to be exchanged in a timely way and in language that is clear. This means keeping people in the loop and keeping lines of communication open. It is easy to find out if this is being done. Ask people if they are getting the emails and the invitations to meetings that they should be getting. Ask if they are feeling excluded or passed over and how that is affecting their work and their working relationships. Support them in making the connections and changes that need to be made. See what reminders need to be sent to keep people in the flow so that teamwork is vibrant in your organization.
Meanwhile, recognize that some people are better off left alone at times so they can keep their nose to the grindstone. It is a little harder to recognize who these workers are. They may not speak up to say that they are not needed at this meeting or in that email chain. So, it might be up to you to ask people what are some situations in which you can reduce the amount of communication they are getting.
Where would it be more efficient for us to give you a couple of bullet points of some of the key facts and let you go off and do your thing? People are very motivated when they are trusted to do what they do best and left alone more often to do their work.
How about you? Who are some key people in your world with whom you are inspired to explore inclusion and autonomy?
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By Jonathan FlaksI start with two quotes today. Unlike my usual Thoughtful Kickstarts, these are not famous pearls of timeless wisdom from past sages. But they will sound familiar to you:
1. “Leave me alone so I can get my work done.” as said by practically every worker; and
2. “How come I was excluded from that meeting?” probably exclaimed by someone you know at some point.
Today we discuss two elements a leader has to manage to get the most out of the team - fostering autonomy and including people. Whether you are in a position of transformational leadership, in a business development role, or if you are exploring leadership in your next career transition, it helps to understand the necessity of these two opposing energies. There is a balance to be struck for each individual.
Inclusion is key. Important information and ideas have to be exchanged in a timely way and in language that is clear. This means keeping people in the loop and keeping lines of communication open. It is easy to find out if this is being done. Ask people if they are getting the emails and the invitations to meetings that they should be getting. Ask if they are feeling excluded or passed over and how that is affecting their work and their working relationships. Support them in making the connections and changes that need to be made. See what reminders need to be sent to keep people in the flow so that teamwork is vibrant in your organization.
Meanwhile, recognize that some people are better off left alone at times so they can keep their nose to the grindstone. It is a little harder to recognize who these workers are. They may not speak up to say that they are not needed at this meeting or in that email chain. So, it might be up to you to ask people what are some situations in which you can reduce the amount of communication they are getting.
Where would it be more efficient for us to give you a couple of bullet points of some of the key facts and let you go off and do your thing? People are very motivated when they are trusted to do what they do best and left alone more often to do their work.
How about you? Who are some key people in your world with whom you are inspired to explore inclusion and autonomy?