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. Once you have done that, ask these questions about the employees who refuse to take initiative:
That is a hard concept for many leaders. They own their vision. They have in their mind what they want to achieve. They have pre-determined exactly what a win looks like. They can almost detail it out in their heads. Therefore, if a leader is not careful he or she begins to stress the details of that vision as opposed to stressing and rewarding people for results achieved.
Tweet Today is the last in the series of sharing my five strengths as indicated through the StrengthsFinder indicator. Of the 34 themes, these are my “top five”. Hopefully this…
A friend of mine called recently to discuss his business. He wants his employees to assume more ownership for their work and take more initiative on their own, without having to be asked to do something. He wants to lead an organization that produces innovative leaders, not a bunch of managed followers. Knowing a little about his workplace, I asked him an important question. “Have you created an environment conducive to produce the kind of employees you say you want?”
Over a course of five days, I am sharing each of my five strengths as indicated through the StrengthsFinder indicator. Of the 34 themes, these are my “top five”. Hopefully this will give insight into who I am, how I am wired, and why I lead and blog the way I do. I am simply sharing the feedback results the indicator gave to me after I took the assessment.
Elisha told the widow and her family to be alone. Sometimes, especially during the darkest days of life, we just need to be alone…with our God! Are you in one of those times today?
Tweet Over a course of five days, I am sharing each of my five strengths as indicated through the StrengthsFinder indicator. Of the 34 themes, these are my “top five”….
Tweet Over a course of five days, I am sharing each of my five strengths as indicated through the StrengthsFinder indicator. Of the 34 themes, these are my “top five”. …
One absolute necessity for effectively leading a growing environment is the art of delegation. The leader who fails to delegate will inhibit growth of the organization and stifle leadership development of the team.
The next five afternoons I will share each of my five strengths as indicated through the StrengthsFinder indicator. Of the 34 themes, these are my “top five”. Hopefully this will give insight into who I am, how I am wired, and why I lead and blog the way I do. I am simply sharing the feedback results the indicator gave to me after I took the assessment.
