My recent post asking the question, “Does Your Organization Produce Innovative Leaders or Managed Followers?” had automatic, built-in questions I anticipated receiving after the post, so I prepared an answer in advance. Indeed the most common question is basically:
If you have an environment conducive to produce innovative leaders, but still people do not take initiative on their own, what do you do?
This is a great question. I would encourage you to survey your employees to make sure you have the environment you think you have. If this is not realistic, perhaps you could bring in an outside perspective, such as a consultant or a friend who knows your organization well and understands these principles and get his or her perspective. Make sure you are open to honest feedback. Once you have done that, ask these questions about the employees who refuse to take initiative:
- Do they have the skill required for the task you are asking them to do?
- Do they have the resources required for the task?
- Do they trust that they are in the environment you claim to have?
- Do they trust the leadership of the organization?
- Are your expectations realistic?
If all those answers are yes, then you are forced to ask:
- Are they are good fit for the organization or their position?
- Can they do what you want or expect them to do?
It is at this point leaders often have to make difficult decisions regarding a person’s future with the organization, but usually these type decisions end up being best for the organization and the individual. Many times an employee already senses their inability to live up to the potential you have placed on the position and is miserable in their current role in the organization.
What do you think? I welcome your feedback.
(For more on the subject of innovation in leadership, I have set up a special category of previous posts in this area of thought. Click HERE to read some of those posts.)
Nice post, Ron. Sometimes, we can rush into difficult decisions prematurely. After all, we can provide an endless supply of resources and a positive work environment to no avail. Often, the culprit is organizational culture. And those most intimate with it may not perceive its nuances. The view from the top can, at times, be very different from the view at the bottom or sides. Does the org’n have a home office? If so, folks elsewhere may suspect preferential treatment due in large part to more face time by virtue of proximity to the “leadership team.” Does the org’n have a “leadership team?” Beware. The perception may be one of snobbery. Who needs me if there’s a leadership team? The point is an org’n can’t have two teams. Either everyone is on THE team or not. Does the org’n have an autocratic, hierarchical structure? If so, let me recommend you turn it on its head (somewhat literally). True leaders can not sit atop the pyramid if they are busy being present for the folks at the bottom. Great leaders uplift and edify their team(s). Does the org’n have individual dev’t plans and annual appraisals? A minefield may lie just beneath the surface. If members of the team are appraised against themselves and the progress they have made relative to mutually shared goals, all is well. If they are “graded” in reference to their peers, it’s no-win. Why? Because they are forced to compete and that competition is at odds with the mission. It results in animosity and distracts folks from the org’n goals. It is impossible to feel like you are on the same team if others on the team (e.g., Type A’s) continually try to step on you as they climb the ladder of success. Does the org’n have a intellectual “property” clause? In other words, to what extent does the org’n expect to “own” the products of your intellect? It has been my experience no one wins with ANY intellectual property clause because it stifles ingenuity, creativity, initiative, and genius. Yes, I am certain genius resides in your org’n and it’s likely not to be found anywhere near the top of the heap. Don’t leave it to the leadership team to make all the decisions; involve the people. Genius will come shining through! All of this is to say, some employees are miserable not because of ineptitude or a sense of being overwhelmed, but because the culture doesn’t allow them to be the very best THEY can be because the org’n is too busy trying to get them to line up with preconceived notions of what the very best should look like. This is where a leadership change (at least for that individual) is paramount before more drastic action is taken. I’m not sure it is ever in the individual’s best interest to get a pink slip. Everyone has something to add; it’s up to the LEADERSHIP to discover it. Don’t forget, folks are going to say what it is they think superiors want to hear; however, hearts have a way of talking about things the mind seldom understands. Have a heart-to-heart and be on the lookout for diamonds in the rough!