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Unlock The Power And Potential Of Your Team

Unlock the power and potential of your team


March 11, 2008
By Lee Froschheiser

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As the boss or manager of your company, do you frequently feel like things are spinning out of control?

leefroschheiserAs the boss or manager of your company, do you frequently feel like things are spinning out of control?

All too often, employers find themselves struggling to keep pace with the day in, day out responsibilities of the job. Yet it’s usually their ownership of these responsibilities – and the fear of letting go of them – that bogs down the workplace and stifles overall success.

If letting go has been a challenge for you, then consider the following five secrets to empowering your people and becoming a better leader.

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1) Find an accountability coach.
Just as you would consult an attorney on how to handle your company’s legal issues, find someone who is impartial to assess and improve upon your leadership style, as well as hold you accountable for your own success.

Tough as it may be to let someone coach you on your current approach and make suggestions for change, this person has one key, crucial mission: to help you achieve your full potential as a leader.

2) Become an empowering leader.
To become an empowering leader, you must first determine what kind of leader you are today, using what’s called the “empowerment pendulum.” On a scale of 1 to 10, do you lean toward the control side (1) of managing your employees, or is your management style more on the empowerment side (10)?

Ideally, you want to empower others, and that’s accomplished through training, coaching, accountability, and supporting employees by providing the resources and opportunities to learn from mistakes.

Most importantly, you must demonstrate empowering behaviour. All too often, company owners or managers say, “Hey, I want to be empowering!” But when an employee asks for help, they give them the answers, rather than require that person to seek the solutions for themselves.

Shed this responsibility by getting the right people around you so you can delegate to your team, hold each member accountable, and empower your staff.

3) Establish and maintain fundamental business practices, policies and procedures.
In everything you say and do, you must stay focused on practical solutions. Ask yourself what works and what doesn’t because the answers to these questions will uncover the secrets to running your business effectively. They will also shed light on the six business fundamentals: leadership, mission, vision, values, and strategies and goals.

Ultimately, you’ll need to define, establish, implement, track and evaluate each of these core fundamentals.

Through this effective leadership approach, you’ll be able to relinquish unnecessary control of the company and turn your attention toward developing your business instead.

4) Focus on the company’s vital factors.
You know it’s important to monitor your body’s health with regular checkups that measure and evaluate your vital signs.
When it comes to a company’s health, an effective leader should also focus on vital signs, or what is called the organization’s “vital factors.” These are the crucial components that must be measured and accomplished for an efficient system.

As the boss or manager, it’s your job to define both the company’s and your employees’ vital factors, determine how to impact these vital factors, and then teach your team to do so as well. This is most often done by measuring and creating ways to improve, as well as using a planning checklist that outlines how to fix each part of your company’s system.

As you repair the system, you’ll start a chain reaction of change – the domino effect that enables overall business success.

5) Create passion with your people.
This is the final secret to unlocking your team’s power and potential. And any leader can do this by motivating and inspiring employees, but a truly effective leader goes one step further and implements accountability.

As mentioned, accountability is empowerment, and empowerment breeds passion. This boils down to measuring employee performance and taking appropriate, timely action.

Many employers fail to implement accountability out of fear or because they view “taking action” as a negative.

But accountability can also be – and should be – a positive experience. For example, when someone is doing a specific task right, you can give positive performance feedback, yet still hold this person accountable.

Whether you’re delivering negative or positive feedback, don’t wait until performance reviews to hold someone accountable. Instead, impassion your employees with daily feedback – whether it’s on the phone, in the hallway, or during project status discussions, etc. Vital factor meetings, where you’re discussing the company’s health, can also foster an environment that’s great for performance checkups.

Always be on the lookout for ways to proactively impassion your team. Accountability is the most underused tool on the part of managers, yet it’s probably the most important. By learning to let go of the reins a little bit and pass on responsibilities to your staff members, you will unlock the power and potential of your organization.

Lee Froschheiser, president and CEO of Map Consulting (MAP), works with many premier business leaders and companies nationwide.  Lee is also co-author of the book, “Vital Factors, The Secret to Transforming Your Business – And Your Life.” His consulting firm specializes in transforming companies, and accelerates the performance of people, teams and organizations. For more information call 1-888-834-3040 or visit www.MapConsulting.com.


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