One of the most widely read Harvard Business Review Articles ever written is from back in 1999 and talks about how leaders often assume problems that members of their team should be taking care of. If you’d like to read it, you can find it here. The article has a lot of great rules to implement for what to do as a leader if someone tries to let one of these monkeys jump off of their back and on to yours, but developing a culture of initiative on your team where your team members solve problems and address situations before they come to you us a great way to keep these monkeys off of your back. Every problem that a member of your team can solve without having to come to you for guidance is one less monkey for you to handle.

Ways to Develop Initiative

  • First, don’t just assign your team members tasks or duties, give them problems to solve or areas of responsibility
  • Give each team member appropriate authority to handle their assigned problems or responsibilities.
  • Encourage creative and innovative solutions and allow your team to pursue these solutions within the authority you have given them
  • And it’s really important to allow your team to make mistakes and learn from them. People can learn more from a few false starts than from immediate success. It also can help refine their ideas into the best possible solution by seeing what doesn’t work

The key to following all of these tips is to understand the degree of trust that you have in your team members and the amount of trust they have placed in you. in the video, Jason discusses both of these kinds of trust in detail and how you should take the amount of trust between you and your team in order to apply the tips above.

 

Photo Credit: By Patricedward (Personal Photo) [CC BY 3.0 (http://creativecommons.org/licenses/by/3.0)], via Wikimedia Commons

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