Is Less Really More?
Introduction
Decision making is easy at times. On the other hand, it can be painstakingly challenging, complex, and leave one with a bit of anxiety. Whatever the case, there are times when people need solicited and unsolicited input to make the best possible decision. Then, there are times when the advice givers have to stand back, watch, allow the ones making the decision to go for it and await the consequences. In his book, A Failure of Nerve: Leadership in the Age of the Quick Fix, Edwin Friedman makes the case that less involvement is needed in a person’s life, in that, it takes away and stunts their emotional growth and thwarts the maturation process.
To a fair degree, I agree with Mr. Friedman that there are some people whose intended influence may be a bit overwhelming in the maturity process of others. In other words, there are some people that simply feel the need to be needed.
Boss & Employee
For a new team member on the first day of job, it is understood this person will need training from a supervisor, some basic oversight for a while until they adjust to the day-to-day operations of the organization. To me, such training helps to build confidence and to set the new worker up for success. This also says that this new employee is not left with the expectation to figure out the job alone. Even so, they key word here is training and is not intended to indicate a lasting dependency.
Now, two years later, if the same employee is still in of need similar supervision, there may be a major problem. Either the boss has made the worker too dependent on his approval, extending no trust to learn a little by trial and error or the worker is not able to make decisions and follow through. In both instances, this is a major problem for the organization. The level of productivity and money lost by having to constantly looking over an employee’s back or redo their work can take its toll. If the boss does not feel competent about the employee’s work, then change needs to happen. If an employee is not able to handle the job at hand, some alternative needs to take place. The goal at the end of the day should be for the employee to become self-reliant and know when to contact his leadership when needed.
Conclusion
People are the heart and soul of any organization. The level of experience varies amongst employees, but they all have talents to bring to the table and contribute to the organization. It is up to the leadership to provide clear directions and communicate preference and vision. At the same time, the leadership has to provide space for the employees to grow and make some mistakes to add value to the employee and the organization at large. At the end of the day, the decision to teach, learn, and trust the employee will make for strong relationship with the leaders and the organization. Such concepts highlight the need for empowerment.