Everyone is under pressure to do more with less and do it faster. As a result, leaders often focus on giving directions rather than engaging employees. It’s faster and easier to tell people what to do… but that means you’ll always have to tell them what to do. Very few employees like this approach. Those who know what to do feel insulted and those who don’t know what to do would like to learn how to figure it out themselves.
In addition, there may be new, innovative ways to accomplish the task and if you insist everyone must do it your way, innovation will never surface.
Take an extra minute where there’s a new assignment. Ask your staff if they have what they need to get the job done or if they have any questions. If they say they’re all set… and you’re not so sure… ask them to share their approach with you. Try hard to not micromanage or shift it to your way. Consider carefully if their way could work and if so, let them try it. If you’re sure they’re missing a key piece, use one of these approaches:
- Ask questions:
- “If you follow this plan, can you foresee any possible problems or barriers?”
- “I’m concerned about your not including XX in the plan. How do you think it would work if you added that in?”
This approach works well for someone who knows the job pretty well and just needs a minor tweak.
2. Use “Yes and”:
“Yes, your approach sounds pretty good, AND if you could add in this one other piece (or make this one change) I think it would work out even better.”
The “yes and” approach is for someone who needs more guidance.
Take time to check in with your staff:
- Ask how they are doing.
- Ask what, if anything they need from you to do better.
- Ask what they’ve been doing and show your appreciation for their work.
Engaging your staff and asking questions is the key to facilitating staff development.