If you’ve followed me for a while, you’ve probably heard me say “The best minute of the day is the one you invest in your people.” Why do I believe that? Because leaders who invest time in their people are building meaningful connections. Those connections create inspired people and inspired leaders who benefit from those great relationships, and achieve great results, together.
Leadership is not about you. It’s about the people you are trying to influence. The more you understand about your direct reports, the better you’ll be able to help them achieve their goals. Taking time to work side by side with a direct report to determine their development level on a task lets them know you are interested in meeting them where they are. And it allows you to use the right leadership style, with the right amount of direction and support, to help that person get to the next level.
Here’s another way you can take time to build a meaningful connection with each of your people: schedule one-on-one meetings where the direct report sets the agenda. These meetings don’t use up a lot of work time—just twenty to thirty minutes every other week. There’s no better way to show someone you care about them as a person than to set aside time to chat about anything they wish. It’s a great opportunity for both manager and direct report to speak openly with one another without interference or judgment. This leads to a trusting relationship that generates respect, loyalty, and accountability on both sides.
And don’t forget to take time to celebrate people’s talents, skills, and successes. Celebration doesn’t have to mean a big, expensive party. It can be as small as taking one person aside and praising them for their input at a meeting. It can be as quiet as sending someone a gift card in appreciation for the role they played on a special team. Or it can be as grand as allowing everyone in the department to stop working two hours early on a Friday afternoon. Celebration lets people know they are doing things right. It builds morale and camaraderie. And—let’s face it—it’s fun!
So take time to let your people know you’re glad they are with you. You see their gifts and also their potential. You want them to win. And you’re there to help them achieve their goals. Take time to build those meaningful connections. It’s the best investment you’ll ever make.
Setting boundaries to help empower people might sound like a contradiction. When managed correctly, though, well placed boundaries can ensure a strong culture of empowerment for your entire company.
I’ve often said that a river without banks is a large puddle. If you empower people by setting them loose without any direction, they can lose momentum and focus—or, even worse, they can make costly mistakes or put a project at risk. Like the banks of a river, properly set boundaries will channel energy in the right direction so that people can take on more responsibility as they grow and develop.
The key to setting boundaries is to ensure people know the areas where they can be autonomous and responsible rather than focusing on things they are not permitted to do. Boundaries are based on each person’s skill level and are meant to help the person understand how their goals align with the overall vision and goals of the organization. Helping people see how their work fits into the big picture allows them to become peak performers.
It is also important for managers to explain the decision making process in an empowered culture. Some people think being empowered means they get to make all the decisions. They could be disappointed when the manager continues to make strategic decisions and leaves only some operational decisions to them. And they might hesitate to make decisions at all when they realize they will be held accountable for the results—both good and bad.
Yes, empowerment means people have the freedom to act, but it also means they are accountable for results. The right balance is to have managers continue making strategic decisions and get team members involved in making more operational decisions as they become more comfortable with assuming the potential risks involved. As people gradually accept more responsibility for decisions and consequences, managers can pull back on their involvement.
It takes a little time in the beginning for managers to establish boundaries for team members, but this investment has a huge payoff. The worst thing a manager can do is to send people off on their own with no clear direction and then punish them when they make mistakes. Don’t fall into that trap. Establish clear boundaries that will empower people to make decisions, take initiative, act like owners, and stay on track to reach both personal and organizational goals.