Seek quality information to base your approach on.
You don’t know the best ways to encourage proactive problem solving, so you check in with your coach or mentor or search for some relevant books and articles.
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Articulate why it’s important to you now.
Ground yourself with an intention.
Start with a problem you’d like to solve or a future result you’d like to achieve.
What outcome would make a meaningful difference for you?
As an example, let’s say that you’d like to see your team members become more proactive in identifying and solving problems.
Identify measures of success.
From the reading you’ve done and discussions with your coach, you design the following practices:
Within a few weeks, you’ll be able to tell that you’ve made progress if team members are engaging more actively in problem solving on a regular basis.
You’ll have a newfound appreciation for the creativity of some employees.
Tell your team members that you’re working to support their proactive problem solving and that you need their feedback to help you get better at this.
Ask them to let you know whenever you do something that either hurts or helps.
There are three great advantages to involving your support team – or indeed any team – in decision making:
Visibility at work is when you are included, recognized, and valued by networks within your organization. Its how you get credit for your work, get considered for advancement and build influence.
Visibility is also necessary for teams. Research points out that remote team members who don't feel "seen" are less collaborative, innovative, and supportive of each other. Remote teams can face isolation from company culture, lack of face time with management, fewer informal networking opportunities, time zones, and technological problems.
Focuses on fast decision making, short-term goals, and the empowerment of individuals.
And it has expanded to include general leadership skills like acting on a shared vision, leading change, and sharing decision-making.
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