The Coaching Chronicles: Game 3
As I look around the room, I begin to wonder who really knows and accepts their role. It’s a gut check for coaches, as well as anyone in a executive management role within their organization. In this day and age, people tend to show up, do their work, and leave. Not to be cruel, but we as a society have created this monster because as leaders, we place a heavy role upon our own selves, and don’t share the responsibility with others. Those that do are considered “free thinkers” or “outside the box”, or even considered different. Why is that? If we are a manager of whatever we are responsible for, why do we fear giving up some of our responsibilities and allowing our people to grow around us? Why are we control freaks in our worlds?
I learned a long time ago, that there is no way that I can accomplish every little thing I need without some type of support structure. Whether that support structure appears as a partnership, team building and culture guiding, assigning duties and responsibilities, or trying to live up to a certain standard you believe someone else has placed upon you – you need to create an immersive team around you that understands everyone has a stake and that everyone has a role. This eliminates the abilities of one, and unites the capabilities of all. When only one person does all the work, the team can only grow to a certain level and then ceases to expand or grow. When a multitude of team members get together and push towards the same purpose, something magical happens. This is the first step.
Getting people to take stock into ownership and creating a buy-in is the lifeblood of any organization or team. When there is not a common goal or purpose, the team will lose interest, stagnate, and shrink off out of existence because there is nothing to work towards. That’s why these multi-million dollar companies heavily buy into company mantras and hire strategists every year for their corporate plans. Just because you have a plan, doesn’t mean it’s a good one though. Don’t mistake you establishing a plan means that it reaches everyone. Be intentional and create something that everyone can “buy into”. Establish Your Why.
This process is a timely process. It requires patience. Most companies, teams, organizations, and so forth have put themselves far in a hole and backed themselves into a corner of despair, that they needs results now. Those companies/teams have maybe forgotten their “why“, or maybe never experienced success before. Taking ownership requires people to take a look at themselves, examine what they need to do for the collective good, and ask themselves, “What do I need to do to help this process? What am I in control of?” …and then it’s time to move from there. A process is called a process for a reason… it is a series of steps that are coordinated with a goal in mind, with role players that can take responsibility for the actions steps to accomplish the ultimate goal. This is the huge step into taking ownership – individually and as a team.
Once we have a team built around a common goal, once we train them and set the standards in which we want to live by – we have to… wait… we must… hold them accountable. We could hype this whole thing up, go through a lengthy process, but fall short and fail if we don’t hold each and everyone accountable and responsible for their role in the process. From my experience, this is the separation point. Executives, managers, coaches, or those in the leadership positions can talk a big game, they can beautifully and magnificently create a plan, but they have to hold everyone on the team to accountable for their ownership in the process. This is where the failure rate is high, because egos and personalities bunch up against each other. Maybe a so-called leader gives this plan to their team, but the team doesn’t buy-in. Failure to the team. Maybe a person on the team doesn’t keep up their own weight to rest of the team. Failure to the team. Maybe someone does the bare minimum, but somewhere else where competition exists, another team does it better. Failure to the team. There are so many reason that failure exists, but only one solution – Take Ownership. If you have the patience, you have the mindset, you have the emotional stability to train and help others, you have the ability to communicate flaws in the process and solve them, the stamina to deal with others that may be different than you – then take ownership! Don’t let a moment go by where you don’t take ownership in what you are involved with. Don’t settle for letting your teammates off the hook and not live up to their Ownership Talents. When we all become one, and finally see that everyone has this responsibility, that’s where the magic turns into reality.
If you are a leader looking to grow, start giving ownership roles to others on your team and organization. Take a chance on them. Great things come when people are given things to believe in. Everyone wins. You grow. The members on your team become empowered. Your team as whole becomes stronger. It’s such a boss move to make these decisions. If you are doing this and others see, they might just think you are the boss… wait, maybe even the owner.
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Written By Chris Hulme ( aka – Coach Hulme ) #CoachHulme #ChrisHulme #TheHulme
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