Some leaders will ask themselves: Am I here to primarily give explicit instruction, or am I here to support and guide the people in the team as they execute their roles?
Do you create a vision, set direction, and then instruct others to execute on the work while you set expectations and ensure the organization meets the objectives? Again, it may seem straightforward since you know what you want, how you like it done, and what you have planned.
Yet, you should expect that the next time the team faces a similar issue, you will need to instruct again. Thus, while instruction may seem more straightforward and ensure that the leader is involved, one should expect you will always be required regardless of how small a decision is. The team would prefer not to exert their time and energy, knowing you will need them to follow your instruction irrespective of their thoughts or actions.
The support approach builds off a similar foundation. It includes a clear vision, direction and objectives portrayed to your team and then stepping aside to allow team members to step up, grow and execute.
The leader’s primary role in this approach becomes one of support: – guiding, steering, and encouraging towards the objectives. This instance enables individual team members to take risks, share ideas, and develop ownership and individuality.
In addition, the support approach builds morale, improves team dynamics, and begins to build new leaders, much needed for organizational prosperity.
