If you want employees to take more initiative, you have to create an environment where ownership is worth the risk.
Every leader wants employees who take ownership.
We want people who make decisions without constantly asking for approval and take pride in their work instead of simply putting in their time for a paycheck. We want people who actively promote the company and its products, even when that’s not technically their job.
But there’s a problem with telling employees to “think like an owner.”
They’re not owners.
Stop Expecting Employees to Care as Much as You Do
Owners receive benefits from ownership that employees don’t. Expecting employees to care about the business exactly as much as the owner does simply isn’t realistic.
One of my clients has learned this over the years. He no longer expects his employees to care as much as he does, but he absolutely holds them accountable for doing their jobs well.
He’s also learned to step away. Instead of lingering in the office where employees can run to him with every decision, he gives them room to take responsibility.
That’s ownership.
Make It Safe to Take Initiative
When someone makes a reasonable decision and gets it wrong, how you respond matters.
Berate them, and you’ve taught them: Next time, ask permission.
Instead, thank them for trying and process what happened together. Help them learn from the failure. Then encourage them to keep making decisions they believe are best for the organization.
Talk to them like a partner instead of talking down to them like a superior.
Accountability still matters. So does knowing your leader has your back.
Ownership Starts With Leadership
This progression is at the heart of my Magnetic Leadership System™ and its four phases of leadership development:
Lead Yourself. Ownership starts with you. Leaders need to examine whether their own habits and reactions are creating dependence. Sometimes the biggest obstacle is simply the leader’s need for control.
Lead Others. Give people meaningful responsibilities, not just the tasks you don’t want to do. Give them opportunities to make decisions while coaching them toward greater responsibility.
Build Culture. Create an environment where initiative is rewarded and mistakes become learning opportunities. People should know they are trusted while also understanding that they will be held accountable.
Multiply Results. Eventually, your people stop bringing every decision back to you. They begin solving problems and developing others without requiring your constant involvement.
That’s when leadership starts to scale.
Your employees may never care about the organization exactly as much as you do.
They don’t have to.
Your job is to create a culture where they care enough to take responsibility and make good decisions. As they grow, they can take on bigger roles and do work they’re proud to put their name on.
Until next time, make today GREAT!
P.S. Ready to build that kind of team? The Magnetic Leadership Academy™ helps leaders move through these four phases so they can develop people who take greater ownership and build an organization that doesn’t depend on the leader for every decision. Click here to learn about the Magnetic Leadership System™ and how to implement it in your organization.
