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It’s every entrepreneur‘s nightmare. Our version of Home Alone. You finally carve out time to take a much-needed vacation, only to return to work to find that everything has gone haywire while you were gone. Projects stall, morale is low, and chaos seems to be the norm. The moment you step away, the wheels come off and you start to wonder if the time off was ever worth it. Sound familiar?
When this happened to me, my mind was a mess, and one thing I know about myself is that I always try to figure out the root cause of moments like this instead of over-analyzing the symptoms, and in this case, I found that the root cause was fear.
I think of leaders as stabilizers. Like a capacitor in a circuit, the leader provides the stabilizing force that keeps everything running smoothly. When the leader is there, it absorbs shocks, manages the flow of energy, and ensures the entire system runs efficiently. But what happens when the stabilizing force is gone?
1. Identify the root cause of resistance
Why are employees hesitant to take initiative when their boss isn’t around? It may be rooted in how we chastise and blame decision-makers. We sometimes get overly fixated on single points of failure, but those single points of failure are rarely subject matter experts. They are usually the decision-makers.
In the end, it all comes down to fear. Even experts postpone decisions for fear of losing their jobs. Leaders often don’t realize how pervasive this fear is in the current economic climate. This fear leads to over-reliance on one decision maker instead of letting others make choices based on their expertise.
The first step to solving the problem of fear is to create a culture that tolerates mistakes — one that encourages taking responsibility. After all, failure stifles innovation. How can we do that? Get to the root of the fear.
I prefer a fact-based, head-on discussion where I ask questions like: “What is fear for you? What’s the worst-case scenario or the worst that could happen by telling the truth right now?” Then consider the impact. If you narrow it down to the worst-case scenario, you might realize that it’s actually not that bad.
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2. Build trust through transparency
Doing business with people all over the world has taught me more about us as workers. English, especially in the workplace, can be very implicit and nuanced. Messages can sometimes be accompanied by a tone of voice that makes the intended meaning difficult to hear.
The second goal is to eliminate ambiguity and foster a dynamic where feedback is direct and frequent. Clear written feedback ensures everyone knows exactly what is expected of them. It eliminates the guessing game and helps people understand how they can improve and contribute more effectively. Communicate openly about the reasons and benefits for change, and involve others in the planning. Solicit feedback through multiple channels, address concerns, and get buy-in.
Again, providing incentives is key. Consistent recognition is like giving a hand to those who lack confidence or feel uncomfortable with ambiguity. Regular encouragement and clear feedback make a big difference. Clearly defined roles and expectations take the guesswork out of the equation and allow people to feel confident and focused on their work.
3. Promote accountability for cultural evolution
Once people feel comfortable making mistakes and the lines of communication are properly established, the final goal is to establish clear roles and responsibilities that align with the new vision. This step is crucial in reducing anxiety because everyone knows exactly what they’re supposed to do and how they fit into the bigger picture. Not only does this clarity increase productivity, it also ensures that everyone is working toward the same goal, making the transition smoother and more efficient.
Then, monitor progress holistically. Being a leader means constantly supporting and recognizing your team. Not only do you keep an eye on the overall organizational goals and make sure everything is on track, but you also pay attention to individual efforts and successes. Check in with your team regularly, celebrate achievements, and provide guidance when needed.
Overcoming fear with strategic leadership
Recognizing that fear is the biggest obstacle to change allows you to develop a strategic plan. Continuously examining and improving your organizational systems will help you maintain a culture that evolves rather than stagnates. Simply put, leadership requires a balance between providing stability while empowering others to embrace necessary change. If you can foster an environment where failure is accepted, communication is clear, and roles are clearly defined, you will create a resilient, adaptable team that is ready to take on any challenge, even when you are not around.