Top executives often face a challenge where their middle managers focus on the “how” question. Meanwhile, the top executive may not even notice that they are focused on the same question. However, top leaders should concentrate on the “why” question โ why we do what we do and how it supports a broader mission.
This shift is crucial because traditional leadership often limits creativity and innovation by clinging to old habits and a fear of autonomy.
True leadership involves more than just delegating tasksโit requires fostering autonomy throughout the organization. Creating autonomy starts with leaders who must trust their capabilities and value their contributions without constantly comparing themselves to others. This independence allows them to subsequently create an environment where all employees can thrive.
The culture of comparison, which is prevalent in many organizations, lays the groundwork for unhealthy competition and stress. When leaders and employees feel that they are valued for their unique contributions, rather than being compared to others, they can achieve much more. Promoting autonomy in the workplace helps everyone recognize the importance of their roles and focus on personal and collective success.
Ultimately, the perception of autonomy among leaders and employees is a sign of a healthy organizational culture, where there is room for growth and contribution in the best possible way. This doesnโt mean a lack of rules or order but creating a flexible and supportive structure that allows every individual to find and follow their path.
Does this foster true autonomy and personal growth? How can you create an environment at your workplace that not only supports the mission and goals but also every individualโs personal and professional growth?
