1. Be Ready to Have Self-Leaders
Before you really start drilling self-leadership to your employees, take a hard look at yourself and your company culture.
Are you ready for a culture where people think and act based on their own independent thinking? You probably know the benefits- less micromanaging, motivated and therefore more productive workers, the list goes on and on. (Read more about benefits of self-leadership in this article. But do you realize that it also means that you are going to be questioned?
2. Trust that your employees are the best leaders of themselves
Independently thinking people are bound to question your reasons for doing things, which is a positive thing, as long as you take it as an opportunity to develop.
Self-leaders also expect to be given true authority over their own work. Bouncing them around from one task to another without clear reasoning is bound to kill your employees’ self-leading behaviours fairly fast.
You will have to learn new ways to lead, the so-called super-leadership, a way that encourages people to lead themselves. You can read more on this from this Harvard’s article. If you think someone is getting lost, instead of telling them what to do, you ought to ask them questions so they can steer themselves in the right direction.
3. Encourage and Educate
Provide education, training, inspirational speakers.
Oftentimes truly starting with self-leadership requires an outside consultant, specialized in self-leadership inventions to do a workshop with your employees. Things such as using mental imagery or self-talk might seem simple, but in order for change to be permanent, a bit more effort than just mentioning them is required.
You can read more about self-leadership and how it can transfer your employees’ career from my earlier post. Of course if you already have people excited about the topic in your company, you can also harness their power, and ask them to become your new super-leaders!
4. Set Expectations From the Very Beginning
You need to create an onboarding program that sets people on the right track. Ask your new employees, how they would do their work most efficiently, and how they would improve things.
Encourage them to make changes themselves and to bring up concerns. Focus on self-leadership qualities already in the hiring process. The way the person applies for your company and performs in the interviews can tell something about the way they will perform. Read further about self-leaders’ job hunting habits here.
5. Set time for conversation
You should give space for work-related conversation, as it provokes thoughts, which in turn makes your employees question themselves and their ways of operating. A conversation may be one of the best ways to initiate organizational development in a company full of self-leaders.
Robin Sharma described very well how conversation makes an organization.
Just make sure it does not become a boring lecture where only one person has one agenda, but instead, everyone can and wants to participate. Be prepared to act upon the things that come up in the conversation, therefore enhancing the feeling of empowerment within your employees.