Initiative

The part of my job I enjoy most is getting together with rank and file employees to gather information and get a feel for why they think their managers are all idiots. It is from these group sessions that I learn what is truly happening inside an organization. One way I get them to relax and open up is to pose a series of questions, which they are to answer by raising their hands. First, I ask: "How many do not need a boss to tell you how to do your job?" Most of their hands go up. Then I say, "Based on the show of hands, I conclude that you don't need a boss! Is that what you're telling me?" A resounding "No!" usually follows. I then pose a follow-up question: Well, if you don't need to be told how to do your job, then why do you need a boss? Their answer is the same -- to give us direction.

What usually follows, then, is a spirited debate between two distinctly different points of view. One side feels it's a leader's responsibility to provide clear directions and periodic updates to keep the follower informed on future changes. The other side believes that followers should ask for direction whenever they get lost, confused or are curious.

Although this argument is rarely resolved, the participants typically conclude that in order to stay on the payroll they have to make sure the job they're performing is the best they can do, and that it's also the right thing to do. Given the time and a little extra encouragement, they usually come up with a list of attributes that will help their company stay competitive. Here's a sample:

• Employees who can help the company to thrive and achieve its purpose.
  
• Employees who don't have to be told every minute how to get the job done.
  
• Employees who take responsibility for their personal initiative.
  
• Employees who have a say in the way their work gets done.
  

To stay on top of the game and keep your company from being buried by its competition, you need to start addressing the issue of initiative at all levels. It is true that some employees are not highly motivated to pitch in and help the company combat its competition. However, it is also true that those who do want to help are not always provided the opportunity they need in order to make improvements on their own.

If there's a high level of personal inventiveness or initiative within your workforce, then you've got the foundation for a well-run company. Bringing up the subject of initiative with your staff is going to generate a wide range of reactions. Some will interpret what you're proposing as a license to do their own thing independent of you. Others will want to discuss all options with you before they act on any. So, get agreement from you staff as to what initiative looks like, then turn them loose.