Sleeve Notes
Are you in a leading position, doing the job you've entrusted others to do?
What's happened, why can't you or don't you want to let go and focus on your own role?
Is it time to take a breath, step back and see what's really going on in front of you?
How about stepping back further, using a coaching approach and considering how some of the following may have contributed to where you are now?
Just a thought...if you think you haven't got time to consider these things, just remind yourself of this statement when you are running around like a headless chicken, panicking, anxious, stressed and doing the job of everyone else instead of stepping back and leading.
A small investment in time can make a big difference to both you and your employees.
Side 1 - Before Recruitment
Feeling confident you can let go of control?
How does your recruitment process help you find the right person for the job?
What do you need to see/hear from the candidate at interview to demonstrate they can do the job?
What do you need to hear from the candidate that says they are self sufficient?
What answers will help you to know they are the right person for the job?
What activity related to the role, can you add to the interview process?
A motivated and valued employee is better for business, isn't it?
What motivates the candidate?
What are their values/beliefs?
What could get in the way of the candidate doing a good job or what do they find challenging?
What are their expectations of the role? (Tests whether they match yours!)
Why do you need to make all the decisions alone?
Who else should be on the interview panel to support your decision making? (A team member? Someone who enjoys empowering others?)
What questions will help your team member to know they will fit in with the team?
(They could ask them too of course!)
Side 2 - At the Start - Short term 'pain' for long term gain?
(The probationary period)
What is your introduction programme to make the employee feel welcome, part of your business/team and understand their skills/qualities match what you want?
What are the key things the employee needs to know in the first three months?
Who will support them?
Following show and tell, when/where/how will they be required to demonstrate what they have learnt and how will they use this learning in the future?
What do you need to see/hear the employee doing at 3 months to demonstrate they will continue their employment?
Side 3 - For business and personal progression - Empowerment & Check in
Are you growing your business through your employees?
What do you want the employee to do next? (Your brief)
What will you hear that shows they understand the brief? (Playback from the employee)
What support/tools will they need? (To help them succeed)
What level of autonomy will they have? (To know they own it)
How will you demonstrate your trust in them? (To show they are empowered)
When will you review their progress? (To keep yourself informed and show genuine interest in them)
How will you stop yourself taking over if things don't go to plan? (To show you are a Leader)
Side 4 - For the future - Ideas, Testing, Implementing & reviewing
How will you create an atmosphere where employees can regularly contribute their ideas?
Where/How/When can they test out their ideas before implementing?
What questions will you ask to make sure their ideas are robust & fit for purpose?
What opportunities do they have to implement ideas, with support but without interference?
When will you review their performance?
The Download
Each of these stages and the questions attached to them (I hope) will give you some food for thought around how you can improve your knowledge of those you employ.
Get it right from the start and you are more likely to trust yourself to let go, which gives you the opportunity to set briefs, empower teams, motivate, review, encourage creativity and new ideas. Some of the things you SHOULD be doing as a leader, if you are not already.
For more information on empowerment, check out my blog here.
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