Doing everything yourself will not achieve the goals of your organization. It’s through the collective efforts of your team that your business will scale and grow.
Releasing control is hard for many leaders to do.
When you have control you may feel you’re providing a safer environment for the team. You may feel there will be less mistakes or issues when you micro-manage and direct every detail.
On the contrary. When you hang onto too much control, you’re limiting the growth of your team’s abilities and thus, your organization’s potential.
As a leader it is your job to create a safe place for people:
to grow
to learn.
- to develop.
and yes, to fail.
Your team should not fear the outcomes that may or may not happen. Instead, they will be concerned with doing the best job they can and stretch their experience and skill set.
If you find that you’re butting heads with people on your team, and certain situations bring out the worst in them, it’s possible you’re initiating empowerment and then revoking it.
Here’s an example.
Years ago, my teenage son asked to help with a task that involved power tools. I realized he was asking me to trust him (a.k.a. empower him) to do the job on his own.
I agreed. Instead of allowing him to tackle the task on his own (a.k.a. empowering him), I went into full directive mode, outlining every step of the job.
He became upset with me. As I tried to control the situation even further, we found ourselves on the verge of a power struggle. The tension was certainly in the air.
Then I stopped for a second. I realized what was happening. I was scared. That’s why I wanted to remain in full control and went into directive mode.
I was scared of what could happen that I could not control. I envisioned the worst-case scenario.
After I admitted my own fears to him, the environment shifted completely. I gave him permission to move forward which fully empowered him to do this task. I released control.
He accepted responsibility for the outcome. His best thinking came forward and he completed the task perfectly.
Letting go of control feels scary.
Being reluctant to release complete control is what holds leaders back. Letting go of control means you’re placing trust in others.
Trust that you have
- Equipped your team with the knowledge to do their job.
- Empowered them enough to achieve the desired outcomes without your handholding them throughout the project
Creating a culture where you have fully empowered, non-owner-dependent teams is a journey. Aligning your strategic goals with the talents of your team to achieve your organizational goals is a process. Contact me today to learn how to empower your team to bring out their best thinking.
