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It's every entrepreneur's nightmare. Our own version of Home Alone. You've finally taken the time for a much-needed break, only to return to work to find that everything has gone haywire while you were away. Projects have stalled, morale is at rock bottom, and chaos seems to have set in permanently. As soon as you've left, everything is out of control and you're wondering if the break was even worth it. Sound familiar?
When this happened to me, my mind was racing. One thing I know about myself is that I will always try to find the root cause of such moments rather than overanalyzing the symptoms – and in this case, I realized that the root cause was fear.
I think of a conductor as a stabilizer. Just like a capacitor in a circuit, it provides the stabilizing force that keeps everything running smoothly. When a conductor is present, it absorbs shocks, controls the flow of energy, and ensures that the entire system operates efficiently. But what happens when the stable force is removed?
1. Identify the root cause of resistance
Why are employees reluctant to take initiative when the boss isn't around? It's probably because of how we blame and blame decision makers. Sometimes we get overly fixated on the single point of failure, but the single point of failure is rarely a subject matter expert. It's usually the decision makers.
Ultimately, it's fear – even experts put off making decisions because they fear things like losing their job. Leaders often don't realize how widespread this fear is in the current economic climate. It contributes to over-reliance on a single decision maker rather than empowering others to make decisions based on their expertise.
Your first step to solving the fear problem should be to create a culture that tolerates mistakes – or rather, that encourages taking responsibility. After all, failure inhibits innovation. How can we do that? By getting to the root of fear.
I prefer an open, fact-based discussion where I ask questions like: What is fear for you? What is the worst case scenario or the worst that can happen if you speak your truth now? Then I think about the implications. If you narrow it down to the worst case scenario, you may find that it's actually not that bad.
Related: Breaks don't make you lazy – here are 4 ways they can actually make you more productive
2. Create trust through transparency
Through my business dealings with people from all over the world, I have ultimately learned a lot more about us as employees. The English language can be very unspoken and nuanced, especially in the workplace. Messages can be delivered in a tone that sometimes distracts people from understanding the intended meaning.
Your second goal is to foster a dynamic where feedback is direct and frequent — and avoid ambiguity. Clear, written feedback ensures everyone knows exactly what is expected of them. It eliminates guesswork and helps people understand how they can improve and contribute more effectively. Communicate openly about the reasons and benefits of change to involve others in the planning. Get feedback through multiple channels and address concerns to gain buy-in.
Again, it's important to provide incentives. Consistent reinforcement is like a helping hand for those who feel uncertain or uncomfortable with ambiguity. Regular encouragement and clear feedback can make all the difference. When roles and expectations are clearly defined, guesswork is eliminated and people can confidently focus on their tasks.
3. Promote responsibility for cultural development
If people are comfortable with failure and your lines of communication are well structured, your final goal is to establish clear roles and responsibilities that align with the new vision. This step is critical to reducing anxiety because everyone knows exactly what they're supposed to do and how they fit into the bigger picture. This clarity not only increases productivity, but also ensures that everyone is working toward the same goals, making the transition smoother and more efficient.
Then you should monitor progress holistically. Sometimes, being a leader is also about constantly supporting and affirming your team. Keep an eye on the larger organizational goals and make sure everything is on track, but also pay attention to individual efforts and successes. Check in with your team regularly, celebrate their successes, and offer guidance when needed.
Overcoming fear with strategic leadership
Recognizing that fear is the main barrier to change will help you plan strategically. By continually reflecting on and refining your organizational systems, you can maintain a culture that evolves rather than stagnates. Simply put, leadership requires a balance between stability and empowering others to embrace necessary change. When you create an environment where mistakes are accepted, communication is clear, and roles are well-defined, you create a resilient and adaptable team that is ready to take on any challenge, even when you're not in the office.
Create your very own Auto Publish News/Blog Site and Earn Passive Income in Just 4 Easy Steps
