How can I get my team to take responsibility for their actions?
May 15th is Peace Officer’s Memorial Day. A day to remember those that were the guardians of peace. Just thinking about that, makes me warm inside. We have people that are dedicated to keeping the peace. Thank you.
World peace is certainly on my wish list and highly improbable during my lifetime. It would take everyone to agree on a peace-filled world and take responsibility for their actions. They would, in turn, need to teach those they mentor, and not have a single person stray from the path.
Many leaders ask me, “How can I get my team to take responsibility for their actions?” The bottom line is it is nearly impossible to make someone do anything long term. With that in mind, I will give you 3 keys to increasing your odds.
1. Hire responsible people. People that are known for taking care of their own stuff. There are many qualities, skills, dimensions we hire for. Some can be taught, and some should really be sought out during the hiring process. Here is a list form the book titled, “Topgrading” by Brad and Jeff Smart:
Relatively easy to change- Risk-taking, Education, Experience, Organization/ planning, Self- awareness, Communications, First Impression, Customer focus, Coaching/ training, Goal setting, Empowerment, Performance management, Running meetings, and Capability of needs.
Harder to change, but doable- Judgement, Strategic skills, Resourcefulness, High standards, Stress management, Adaptability, Likability, Listening, Team Player, Negotiation skills, Persuasiveness, Team Builder, Change leadership, Inclusivity, Conflict management, and Balance in life.
Very difficult to change- Intelligence, Analysis skills, Creativity, Conceptual ability, Integrity, Assertiveness, Inspiring, Followership, Energy, Passion, Ambition, and Tenacity.
We should look for individuals who have integrity, ambition, and tenacity. Then teach them (if they don’t have) risk-taking, self- awareness, empowerment, judgment, high standards, and being a team player. That will give them the tools to courageously take the responsibility for their growth, and rectify any problems they created, without a title to do so.
2. You need to role model responsibility yourself. Do what you said you would be sure your words and actions are sending the same message. When they do not, apologize publicly and take corrective action. The next time that same decision comes up, make the smart choice. Your team is watching you to see how you handle difficult situations and the choices you make. Be the person you want them to be.
3. Coach those that struggle with being responsible. Using a coaching process that is collaborative and open. Have the associates come up with solutions you can live with and they can drive home. This does two things: it builds commitment (because they will try harder to succeed in a solution they created) and it teaches them how to problem-solve. You may need to start by holding them accountable and slowly give them more leeway as they prove themselves capable of responsibility.
We will not succeed long term by having a policy stating, “You will solve your own problems or face consequences!” This will breed compliance and contempt. The odds of it happening more often increase if: we bring the right people on board, give them the freedom and tools to succeed, role model the appropriate behavior, and coach them when they stray.
Being a Peace Officer is a huge responsibility. Here is my salute (a peace sign) for those that have served and passed on.
Comentarios