Why a Good Leader Will Give Teams Autonomy
This week I’m joined by Gemma Woodward, People & Culture Manager for Netsells in York, to talk about why a good leader will give teams autonomy. Listen in for:
- What the benefits of allowing autonomy are
- How leaders can encourage autonomy in their teams
- Where leaders get it wrong with a top down leadership and how it can affect their people and the organisation
- The one key thing that people should remember about autonomy
Key Comments and Takeaways
A top down leadership can create a fear of coming forward and fear of making mistake… their ideas and decisions might be more beneficial than they think.
People have a valuable input to give a different perspective and do add value.
Businesses will tell you they trust you but don’t really demonstrate that.
If we want to retain staff, enhance talent and develop people, it’s really worthwhile for organisations to create a team culture that also makes them an employer of choice.
Culture is not defined with free tea and coffee and ping pong tables anymore.
We need to move away from the thought process of ‘it’s quicker if I do it’ because we create a bottleneck in the process which means you’re not passing on knowledge to the team.
Use mistakes as a focus to learn from rather than beat someone up about it.
How can leaders enable more automony in the workplace?
We need to recognise that everyone has a different way of working and different levels of creativity.
There is a saying that there is strength in numbers, so I believe we should embrace that by working collaboratively and learning from each other.
Any questions on this, drop me an email at firstname.lastname@example.org
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