Encouraging Independent Work While Maintaining Team Goals

The "If, Then" leadership style has come back in remote and hybrid work decisions. Here's why it doesn't work and what people leaders can do to get it right. It is that old formula: If you prove you’re more productive, then you get flexibility. The problem? This isn’t leadership. It’s a warranty policy, and it’s got cracks. If you treat people like adults, then they will treat your mission like theirs. If you lead with trust, then the future of work is yours to own. We’ve seen this play out before, even pre-pandemic. There were two flavors of this with different outcomes. The learnings give us insights for success. _______________ Flavor 1. Large established companies flavor. It wasn't clear who got approved for remote work and why. Those who were lucky to get it often became second-class citizens. They faced a persistent need to justify their worth. They had to step up more than their colleagues who were in the office. They were often passed over for promotions and key roles. This was a failure of leadership. It did not build high-performing teams with a strong culture. They lost top talent. _______________ Flavor 2. Startups that were nimble and forward-thinking. They asked, "What if we make remote work the foundation of our growth? We could fund ourselves for longer. If we set clear expectations, accountability, and support for distributed teams, we can make it work. We won't be tied to one location or locked in talent wars in overcrowded cities. And guess what? They thrived. _______________ Here’s the so what for people leaders today: The if-then warranty policy isn’t going to cut it. Three steps to get it right: 1️⃣ Set clear, shared goals with your team. These need to be outcomes for the team to achieve. 2️⃣ Empower your team to set flexible work norms. They should suit both individuals and the team. They should help deliver the desired outcomes. Good people make things work for their teammates. This helps build psychological safety as well. 3️⃣ Be transparent about accountability. Provide real-time feedback if things go off course. Adjust as needed. We can't take flexibility and results for granted. What you will achieve: Your team will not just meet expectations—they will out perform.

Imagine two employees: Alex and Jordan. Both are talented and driven, but there's a fundamental difference in how their managers trust and empower them. Alex's manager gives him the autonomy to set his deadlines, make decisions on projects, and approach his work in a way that best suits his skills. Jordan's manager, however, insists on setting strict guidelines, directly overseeing every step, and making decisions without Jordan's input. Over time, Alex flourishes, his creativity and productivity soar; he feels valued and motivated. Meanwhile, Jordan, feeling micromanaged and stifled, shows only marginal improvements, his potential untapped not due to a lack of capability, but a lack of trust and autonomy from his manager. This scenario highlights a critical management insight: Autonomy can significantly boost performance, innovation, and job satisfaction. As managers, how can you effectively trust your team members with more autonomy? Here are three tips: Define Clear Outcomes: Clearly articulate the goals and expected outcomes to your team. Providing a clear direction ensures that team members can navigate their tasks independently while aligning with the team’s goals. It’s about giving purpose and freedom within a structured framework. Encourage Open Dialogue: Cultivate an environment where team members feel comfortable sharing their ideas and feedback. This not only empowers them but also enriches decision-making with diverse insights, making autonomy a source of collective strength. Equip Your Team: While offering autonomy, ensure your team members have the necessary resources and support to execute their decisions. Access to adequate tools and information empowers them to make informed decisions and act autonomously with confidence. In embracing autonomy, remember that the ultimate goal is to create a workforce that feels empowered to bring their best selves to work, leading to higher engagement, creativity, and productivity. Let's lead with trust and watch your team members, and firms, thrive. https://lnkd.in/ecbhKkPN

The biggest leadership red flag: If your team needs to be constantly watched to stay productive… You didn’t build a team. You built a compliance department. Micromanagement kills creativity. It drains morale. And it shows a complete lack of trust. Great leaders don’t hover. They hire right—and empower. Here’s how to build a team that works without supervision: 1. Hire for ownership, not just skill. ✅ ↳ Look for people who take initiative. 2. Set clear expectations early. 🧭 ↳ Autonomy only works when everyone knows the goal. 3. Create a culture of accountability. 📊 ↳ Results matter more than hours clocked. 4. Give people room to fail (and learn). 🔁 ↳ Growth requires trust and risk. 5. Recognize and reward outcomes. 🏆 ↳ What gets celebrated gets repeated. 6. Check in, not check up. 🔄 ↳ Support without smothering. 7. Be transparent about the “why.” 💬 ↳ Purpose fuels independent work. 8. Cut fast when someone can’t self-manage. ✂️ ↳ One weak link affects the whole chain. 9. Lead with trust, not fear. ❤️ ↳ Empowered people do their best work. The best teams don’t need babysitting. They need belief. What’s your take on this? Let’s discuss ⬇️ ---------- Follow me Gav Blaxberg for more content like this. ♻ 𝐋𝐢𝐤𝐞, 𝐂𝐨𝐦𝐦𝐞𝐧𝐭, 𝐑𝐞𝐩𝐨𝐬𝐭 to share with your network ♻

The 10/80/10 Rule: A Simple Framework for Empowering Your Team If you're trying to help your team elevate - take on more responsibility, operate more independently, and grow in their roles - the 10/80/10 rule is one of the most effective frameworks I’ve found. Originally from Dan Martell, the concept is simple: ➡️ 10% Upfront: Align on the vision, plan, and goals - not just what needs to be done, but how and why. ➡️ 80% Solo: Let your team member own the work. They go off, execute, and build. ➡️ 10% Close-Out: Reconnect at the end to review the work against the original vision and ensure alignment. I shared this with a team member just this week - someone already doing great work who wanted to better understand how to level up and lead more autonomously. The 10/80/10 rule gave us a shared language for what “empowered execution” looks like. Of course, it's not one-size-fits-all. Some projects need more check-ins, others less. But when applied well, it strikes a powerful balance between autonomy and alignment. It’s become a go-to tool for me as a leader. Might be worth adding to your toolkit, too.

Team effectiveness isn’t about doing more; it’s about doing what matters most, better. Too many leaders mistake busyness for productivity, thinking that more meetings, constant check-ins, and endless task lists will somehow lead to success. The reality? These practices often kill creativity, stifle collaboration, and drain morale. If you want to build a team that truly thrives, you need to focus on three core areas: clear goals, autonomy, and meaningful feedback. 💡 1. Set Clear, Aligned Goals: Effective teams know what they’re aiming for, and each member understands how their role contributes to the bigger picture. Instead of setting vague targets, define specific, measurable outcomes. This clarity empowers your team to prioritize their efforts and stay aligned, reducing the need for constant oversight. 💡 2. Encourage Autonomy: Micromanagement is a surefire way to kill motivation. Trust your team to own their work and make decisions within their areas of expertise. Autonomy isn’t about leaving your team to figure it all out on their own—it’s about giving them the space to innovate, solve problems, and grow. When people feel trusted, they’re more likely to take initiative and deliver their best work. 💡3. Provide Meaningful Feedback: Feedback shouldn’t be an annual event. Effective teams thrive on ongoing, constructive feedback that is timely and relevant. This isn’t just about pointing out mistakes—it’s about recognizing what’s working well and where there’s room for growth. When feedback is consistent and balanced, it fosters a culture of continuous improvement. Effective teams don’t need more tools, more meetings, or more directives. They need clarity, trust, and communication. By focusing on these fundamentals, you can transform a group of individuals into a cohesive, high-performing unit. How do you ensure your team is not just busy, but truly effective? Let’s discuss!