Read time: 5 minutes
A challenge many new leaders face is engaging and motivating some team members to meet higher standards without having to micro-manage.
Drawing the best out of your team is part of your role as a leader. As frustrating as it may be to have to push a team member a little more than you would like, not addressing lackluster performance can expose a critical gap in your leadership skillset.
While it’s difficult to make a generalization about all of your team members' behaviors or perhaps their lack of sense of responsibility without knowing their specific context, I’ve noticed throughout the years that some individuals simply don’t understand what it means to take ownership of a task because 1) they either never had a someone in their lives model it or 2) it’s never been explicitly explained to them. During my teaching career it was obvious to me which students had the support at home to help guide them through “how to work”. They were the more autonomous students, but when it came to learning responsibility and work ethic, others had a sharper learning curve to conquer and required extra attention and support. Once I started coaching, I started seeing these similar trends in the workplace, however leaders aren’t always as patient when it comes to teaching these skills to individuals on their teams who may ultimately be finding themselves in a position where they either learn them in a short period of time or their job is at risk.
Let's look at:
1) what it means to take ownership;
2) some signs that may indicate a lack of ownership.
What does it mean to take ownership?
Taking ownership means being accountable for your actions, being proactive in problem-solving, and taking responsibility for the outcomes of your work. It also means being willing to admit mistakes, learning from them, and making improvements for the future.
Here are 7 signs and examples that may indicate a lack of ownership:
Blaming others: A team member who consistently shifts the blame onto others.
Lack of initiative: A team member who always waits for others to tell them what to do or does the bare minimum.
Not following through: A team member who doesn’t follow through on their commitments. They may start projects or tasks, but never complete them.
Making excuses: A team member who consistently makes excuses for their behavior or their work.
Resisting feedback: A team member who resists feedback and is not open to learning and improving.
Lack of passion: A team member who lacks enthusiasm or passion for their work may not be taking ownership of their role, or of their own growth and development.
Resistance to change: A team member who resists change or is not willing to adapt to new challenges may not be taking ownership of their own growth and development.
Again, it's important to note that these signs are not definitive and may have multiple underlying causes. Rather than assume defiance or lack of ambition, I’ve seen this behavior be a result of simply not knowing how to take ownership. Others may lack clarity, leading to a lack of confidence to fully execute the task. Regardless of the reason, if you notice these signs in your team, it may be a good opportunity to start a conversation with the team member in question and explore ways to encourage them to take ownership of their work.
Why bother?
Encouraging team members to take ownership of their work and growth is an important aspect of creating a productive and engaged team. If left unaddressed, this type of behavior is contagious and can quickly lead to your higher performers getting frustrated to the point of leaving the team for a higher performing one and can leave others staying and adapting the same passive and unproductive behavior as your disengaged employee. If these reasons weren’t enough to get a handle on the problem, it impacts career opportunities. If you genuinely care about your team members, you will have the courage to be the first person to talk to them about how their behavior or lack of ownership could impact their career progression.
How do you encourage someone to take ownership?
Set clear expectations: It's essential to communicate clear expectations of what needs to be carried out and how it fits into the larger goals of the organization. When each team member understands how their work contributes to the success of the organization, they are more likely to take ownership of their work.
Provide autonomy: Empower your employees by giving them autonomy to make decisions and act within their roles. This not only helps them feel trusted and valued but also encourages them to take ownership of their work.
Offer feedback and support: With autonomy, it’s important to provide regular feedback and support. This will inform the team members whether they are on track, and then help build their confidence to take on more ownership. During the feedback, also encourage your team members to ask questions and provide them with guidance and resources. While this may seem simplistic, many employees don’t ask enough questions out of fear of looking incompetent in front of their peers and boss.
Recognize and reward: Recognize and reward team members for their efforts and achievements. This not only shows that their work is appreciated but also reinforces the importance of taking ownership of their work.
Encourage collaboration: Collaboration encourages employees to take ownership of their work by allowing them to contribute to the team's success. Encourage employees to work together to solve problems and achieve common goals.
And last but certainly not least,
6. Model the behavior: As a leader, it's essential to model the behavior you want to see in your team members. Take ownership of your work, admit mistakes, and show a willingness to learn and improve.
By creating an environment that encourages ownership and empowering individual team members to take control of their work, you can help your staff feel more engaged, motivated, and productive, which ultimately contributes to the success of your team. With the right guidance, a once passive employee can become one of your superstar team members and be well on their way to a stellar career.
Whenever you are ready, there are 2 other ways I can help you:
1. If you are still looking to further improve your leadership skills, let me recommend starting with an affordable course:
→ The New Leader’s Survival Guide: Time Management
→ Stand Out From The Rest: Communicate Like An Effective Leader
2. If you are looking for a more customized leadership development experience, leadership coaching may be the better option to get you to your professional development goals faster. Book a complimentary “Discovery Call” to discuss your goals and see if working with a leadership coach might be the way to go.