Every leader desires to have their team bought into the vision and direction of the organization.
Unfortunately, many leaders create a climate of dictatorship instead of discipleship by developing a list of rules and regulations they expect their team to live up to.
This happens for a number of reasons but ultimately creates forced followers instead of faithful ones.
Here are three keys to developing a team that is willing to go above and beyond what is expected of them.
1. Lead With Vision
(Disclaimer*** It is absolutely necessary to clearly define one other component: Culture.
Culture eats vision for breakfast.
It ultimately becomes the deciding factor of whether vision flourishes or suffers. Culture is not motivational phrases on the walls. It is what people feel and experience when they walk into YOUR walls. It is the unspoken atmosphere that has the potential to breed excellence or mediocrity. It unapologetically makes people feel accepted or ostracized.
Your vision could have the potential to lead people to the moon but if the culture of your team or facility does not foster the aligning characteristics your vision will never take flight.)
Don’t have a vision?
Don’t even know where to start?
Here are some clarifying questions to ask your team:
1. What is the problem we as a team are called to solve?
2. What would be missing if we as a team ceased to exist?
3. If another team were to replace us, what would they do differently?
Knowing your “Why” as a team will bring clarity to your mission and provides a stable foundation to where you are going. If people are following you they want to be taken somewhere.
Constantly communicate your direction and intention. Give your team a goal to reach and once you reach that goal set the bar a little higher and watch them rise to the occasion.
2. A Seat At The Table
Just because you’re the leader does not mean you need to make all the decisions.
Some of your greatest ideas, concepts or answers will come from those who are running the race beside you.
Allow your team members a seat at the idea table in order to share their thoughts as well as their objections. As a leader, welcome pushback and create candour amongst your team to allow for honest, open communication.
This will not only release unspoken tension but it will also strengthen relationships and trust within your team members.
Leaders who fail to do this dress themselves as insecure and territorial with their position. You cannot effectively lead something you are afraid to lose.
3. Encourage Ownership
Whether it’s said or not, every person desires to grab an oar and help row towards something greater than themselves. Too often, the growth of a team is hindered by the leader not releasing responsibility to other team members.
Every team member brings a strength that contributes to the whole of the team. When team members are assigned to carry some of weight it allows them to take ownership and bring innovation to the operation.
Here’s the catch leaders:
If you are going to release responsibility you also need to release the authority.
Nothing is more frustrating than being given responsibility over something without having the authority to make the calls if/when needed.
Secure leaders will give all the credit when things go right and take all the blame when the situation goes sour. In any situation, leaders who refuse to let go of the reins will not not be leading for long.
A team that consists of every individual bearing a portion of the responsibility is a team that has the capacity and character to grow.