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You are absolutely correct, as usual, Rosa. I'd just like to add one other idea.
Many managers say they want more initiative from their staff, then fail to give people any idea of what kind of actions will be seen as initiative and what will be seen as stepping outside what's acceptable and "trying to do my (the manager's job)."
Nothing causes a swifter fall in people's willingness to contribute themselves than the experience of trying to do so and being slapped down.
Unless everyone has a clear idea of where the boundaries are, the only way to be safe is never to step outside the obvious. It's just like raising a child. The best way to encourage growth and independence is to set clear boundaries and stick to them.
Posted by: Adrian Savage | July 22, 2005 at 04:38 AM
Excellent point Adrian, mahalo nui for the addition. The goal is to set people up for success, not for disappointment.
Posted by: Rosa | July 22, 2005 at 08:54 PM
I would add that it has to be about execution, not just ideas. There are organizations in which ideas are welcomed and even developed to a certain extent, but never turn into products and sales.
Posted by: David Foster | August 08, 2005 at 04:14 PM
Aloha David, I absolutely agree. The coaching conversation I shared is one I am still continuing with this manager, and we've been talking about the very execution you mention, where ideas become projects that are tied to strategic objectives, and results are measured for their effectiveness. As you suggest, that "effectiveness" is best when value is added, such as with new products and services.
Hmmm... maybe fuel for another post another day!
Mahalo for reading and commenting; welcome to our Ho'ohana Community.
Rosa
Posted by: Rosa | August 08, 2005 at 07:14 PM