It is a familiar story around the world every day as business leaders grapple with finding the tools they need to lead effectively so they, their teams, and their companies can achieve their goals and objectives.
In the post-COVID reality of the remote workforce where still more than 50% of the workforce
works remotely, the rules have changed, and it is more challenging for leaders to find the right approaches and tools to get their direct and indirect reports to “own it.” By own it, I am referring to a mentality or attitude where individuals take full responsibility for their actions, decisions, and outcomes. It involves acknowledging mistakes, accepting accountability, and actively seeking solutions or improvements. People with an "own it" mindset don't blame external factors or others for their failures; instead, they focus on what they can control and take proactive steps to address challenges or setbacks. This mindset is often associated with personal and professional development, as it develops resilience, accountability, and a willingness to learn and grow from experiences.
As Advantexe continues to design, develop, and deliver our award-winning business leadership simulations, I thought it would be valuable to share with readers of this blog the latest research we are seeing in terms of the 5 best practices leaders are executing to get others to “own it” in the age of remote working.
- Do Everything Possible to Encourage Collaboration: Working in a hybrid environment with others who may be 12 time zones away is very difficult. You need to do everything possible to find the tools to develop a culture of teamwork and collaboration where employees feel comfortable sharing ideas, supporting each other, and taking collective ownership and accountability of projects. The collaboration must include metrics of success and opportunities to give each other feedback.
- Set Clear Expectations: Make sure your team understands their roles, responsibilities, and goals clearly. When expectations are clear, people are more likely to take ownership of their tasks. Fuzzy expectations will inevitably lead to fuzzy results.
- Push Empowerment: Many leaders are sharing with us that their teams are shying away from taking empowerment for several reasons including but not limited to new expectations of work-life balance. You need to drive your people to accept responsibility, make decisions, take action, and solve problems on their own rather than micromanaging every task.
- Provide the Resources Needed to Succeed: Ensure that your team has the necessary resources, tools, and training to perform their jobs effectively. It should be no surprise that a lack of resources can hinder ownership and motivation. It is also important to keep in mind that there is a balance here. You may think you have given the team the resources they need, and they are saying they don’t have enough resources. Use your best judgment and be honest with yourself as you take the appropriate actions.
- Provide Tangible and Meaningful Recognition and Rewards: Take the extra steps to acknowledge and reward people for their contributions and achievements. Recognition can be a powerful motivator for employees to take ownership of their work and others who are not as committed may see this as the reason for going all in.
In summary, being a leader in 2024 and beyond is only going to get harder. One of the most frustrating of the challenges ahead is figuring out ways of getting your team to “Own it.” By implementing some of these ideas, you can create an environment where employees feel empowered to take ownership of their work, leading to increased productivity, engagement, and job satisfaction.
