How to Enable People to Step Up
People don’t step up when you rush to step in. One leader said, “I was frustrated that my supervisors weren’t supervising. People were coming directly to me. Then I realized my supervisors weren’t supervising because I was doing it for them.”
Be the reason people step up.
You handicap people when you do their job for them.
Expect competent people to do their job. Train them if competence is the issue.
Evaluate:
You’re doing too much if things fall apart when you aren’t there.
You’re doing other people’s jobs if you go home frazzled every day.
Self-reflection:
What are you doing that prevents people from stepping up? Don’t blame others. Don’t make excuses. Own it.
How are you protecting people who need to feel weight? Compassion gone wrong over-protects. Good people love to shine. Competent people look for opportunities to contribute.
Make a list of everything you do. What should you offload? Identify the essentials of your job. Start giving the rest to competent others.
5 essentials for enabling people to step up:
#1. In your next one-on-one, hand a list of jobs you’re giving away to each person.
#2. Don’t complain that you’re overworked. Your list is an opportunity for people to step up.
#3. Ask, “Which of these items most interest you?”
Invite people to explain their interest in stepping up.
When you want people to step up, give them opportunity. Stop stepping in quickly.
#4. Offer support.
Be available. Don’t hover. Equip and let people rise.
#5. Sing about the right behaviors. When people step up, don’t sing about results. Sing about their…
- Character.
- Strengths.
- Initiative.
- Development.
You get what you honor. When you want initiative sing about it.
Tip: Delegate to aspiration. Focus on people who want to get ahead.
What should leaders do when they are the reason people don’t step up?
For more on self-reflection read, The Vagrant.
Still curious:
How to Step Back and Succeed More
How to be the Leader who Gets Novices to Step Up
7 Rules for Overhelpful Leaders
Adding Too Much Value: The Dark Side of Over-Helpful Leaders
Provide Opportunity–some of your people are looking for bigger bricks to carry!
“Letting people chose the tasks that most interest them” is a great idea.
Once a task is delegated, don’t jump back in and start telling the person what to do. Give people a chance to show off their style and talents.
I’m thankful for your insights, Paul. “Give people a chance to show off.”
Your comment made me think about audience. Everyone needs an audience. We see it best in children. Adults are children in big bodies. We enjoy feeling respected and appreciated.
On the other side (the employee), be the one who asks for more. I had a boss who was often asked to contribute articles to industry publications. I asked for the opportunity to write those for her … it was a great resume builder to have those published articles as part of my portfolio. It took these requests off her plate, promoted the business, and allowed me to develop my writing skills. So a win-win!
Great point, Diane. Congratulations on looking for opportunities that serve your boss and yourself. I remember Jimmy Collins, ret. President of Chick Fil A saying if you have a lazy boss, do their job for them. It will propel you forward. He also said to do things your boss hates to do.
What if your team is already overloaded?