This article explores the connection between trust and responsibility, and how both play a vital role in fostering the growth and development of your team.
What Does Responsibility Entail?
In the workplace, we frequently discuss responsibility, especially in the context of professional development and task delegation. But what does the term truly mean, and what does it require?
Responsible For What Exactly?
In essence, you can only be responsible for what you can actually influence. For instance, if I’m given a specific task, I am responsible for carrying out that task, but not for choosing the task itself or determining whether it aligns with the desired outcome. However, if I’m assigned the responsibility of achieving a particular result, I have the autonomy to decide how to reach that goal, and I am accountable for the methods I choose to get there.
The Importance of Trust
Understanding the importance of trust is crucial when it comes to delegating responsibility, and a key point to keep in mind is that trust is reciprocal—it goes both ways.
For instance, as a manager or supervisor, I can only delegate responsibility with confidence if I trust my team to make sound decisions on their own. On the other hand, as an employee, I can only fully take on responsibility if I am trusted to make independent choices about what I believe is right and important.
Micromanagement as a Result of Low Trust
However, a common issue arises when there is a mix of insufficient trust and a mere illusion of responsibility being transferred. In these situations, responsibility is formally handed over, but there is still a constant attempt to influence or control the process. This lack of true trust and the absence of real decision-making freedom often leads to frustration on both sides.
How to Delegate Effectively
Effective delegation requires confidence in your team. This doesn’t mean giving everyone the same level of responsibility, but rather assessing who is best suited for specific tasks and determining the amount of supervision they need. For instance, does it make sense to provide clear instructions and guidance, or does your colleague have enough experience to independently choose the steps that will lead to the desired outcome?
It’s crucial that these considerations take place upfront, before assigning the task. Then, in a one-on-one conversation, a clear framework can be established that outlines the objectives and defines who is responsible for each aspect of the task.
Growth Through Responsibility
Once a framework of responsibility is established, it’s important to stick to it. This allows team members to gain experience and grow beyond their current capabilities. By clearly communicating your objectives and actively listening to their questions, delegating responsibility becomes a valuable opportunity for both personal and professional development. Ultimately, this can lead to more productive, independent employees.
Furthermore, by demonstrating trust and delegating responsibility, you empower your team and provide them with a sense of autonomy. This can often have a positive impact on their motivation, well-being, and creativity, fostering a more innovative and engaged workforce.