What’s the difference between an employee that can’t seem to
tie their own shoes without asking “mother may I” and one that can perform with
a high level of autonomy and accountability?
It comes down to three things:
1. The employee must have a high degree of competence and confidence.
2. The employee needs to understand the mission and goals of
the organization (clarity).
3. The employee’s manager needs to allow and encourage self-leadership.
No micro-management allowed!
empowerment from reading “Turn
the Ship Around”, by former naval officer David Marquet. I also completed his
online course for $75.00.
It’s called “the Ladder of Leadership”. I’ve used this model
to manage myself, shared it with my boss, used it in my executive coaching
work, and referenced it in our leadership
programs here at the University of New Hampshire.
their employees to make their own decisions. It can also be used by leaders as
a way to coach employees up the ladder. Finally, it can be used by anyone as a
roadmap to self-leadership.
Here’s what it looks like from the employee’s perspective:
6. I’ve done…
4. I would like to….
2. I see….
view of the ladder:
6. What have you done?
4. What would you like to do?
2. What do you see?
Your goal as a manager and/or employee is to work your way
up the ladder, rung by rung, until you are almost always having conversations
at the top rung (#7) of the ladder.
roadmap and a way to measure your progress.
It requires an
investment in employee development, a two-way commitment, and a willingness to
allow for mistakes. See Say
“Thank-you” to Mistakes.