4 Ways Leaders Can Make It Easier For Employees To Do Their Jobs

Women in leadership, Jim Woods leadership speakers

Inspiring employees to do better is a matter leaders and managers adeptly building a high trust environment ensconced in execution and accountability.

To help you achieve this in your organization, here are four measures you can implement in order to plant the seeds for your organization’s future growth and ability to thrive in the years to come.

1. Remove obstacles to allow people to do their jobs

The first thing we need to address in order to encourage growth in our organization is to recognize our natural tendency to exert greater control over how things are done. After all, given the fact that many organizations have been operating in survivalist mode for the past couple of years, it’s understandable that leaders will want to make sure that they’re not putting their current or future successes at risk by seemingly leaving things up to chance.

However, if we are to plant the seeds for our organization’s present and future growth, we need to shift our efforts to opening avenues for our employees to commit their discretionary effort – their talents, creativity, and insights – to our shared purpose. And that means that we need to honestly evaluate whether the measures we employ serve to help or hinder our employees in achieving the goals we set out for them to attain.

This also means that we have to move away from a mindset of simply reacting to what’s happening around us, to being ready for what our employees will need from us to succeed. That we’re not focused on preserving the way things are done around here, but are instead looking for areas where we can remove the barriers and obstacles that can impede our employees from becoming full contributors to our shared purpose.

2. Encourage people with divergent ideas/perspectives to express themselves

Another measure we need to employ to encourage organizational growth over the long term is to ensure that we’re not limiting ourselves to viewpoints that reinforce our own.

As leaders, we especially have to be mindful of how easily we can inadvertently communicate to those under our care what we want to hear, as opposed to what we need to hear. In fact, studies have shown that the more we perceive ourselves to be powerful, the less we pay attention to the perspective of others.

And it’s important to note here that it doesn’t matter whether we are as powerful as we think we are. Just the fact that we see ourselves that way is enough to diminish our ability to take into consideration the different ideas, outlooks or perspectives of those around us.

See more at innovationexcellence.com


Jim Woods is president of The Jim Woods Group. A management consulting firm. Go here to see his work www.jimwoodsgroup.com. He advises and speaks to organizations large and small on how to increase top line growth in times of uncertainty and complexity. Some of his speaking and consulting clients include: U.S. Army, MITRE Corporation, Pitney Bowes, Whirlpool, and 3M. See more at his website www.jimwoodsgroup.com.

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Posted in Employee Engagement, Leadership

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