Let’s talk about leadership. No, not the kind where you’re constantly breathing down your team’s necks, making sure they’re crossing every “t” and dotting every “i.” We’re talking about the kind of leadership where you set the stage, provide the tools, and then step aside so your team can do what they were hired to do—shine.
As a leader, your role isn’t to micromanage every step of the way. It’s to help your team set clear goals, align those goals with the bigger picture, and then trust them to get the job done. Sounds simple, right? But there’s an art to it—a dance, if you will. So, let’s break it down.
Step 1: Set Goals and Timelines (But Make It Fun)
Imagine you’re planning a road trip. You’ve got a destination in mind (your goal), and you’ve mapped out how long it’ll take to get there (your timeline). Now, you wouldn’t tell your friends exactly when to stop for gas, what snacks to bring, or which playlist to listen to, would you? (If you would, we might need to have a different conversation!)
Your job as a leader is to help your team define that destination and agree on a timeline that makes sense for everyone—and for the organization. But once that’s done, it’s time to hand over the keys and let your team drive. After all, they know the route best.
Step 2: Ask the Right Questions
Now, just because you’re not in the driver’s seat doesn’t mean you’re completely off the hook. You still need to check in—just in a way that’s supportive, not suffocating. Here are some questions you can ask to keep things on track:
How do we need to follow up with each other?
This is your chance to agree on how you’ll stay connected throughout the journey. Maybe it’s a weekly check-in, maybe it’s an email update—whatever works best for your team.
How would you like me to observe?
This isn’t about peering over shoulders; it’s about being available when needed. Ask your team how they want you to stay in the loop without feeling like you’re hovering.
What progress have you made to date?
Celebrate the wins, big and small. This question helps you gauge where things stand without coming off as “Big Brother.”
How can I help you in this situation?
Sometimes roadblocks appear—detours, if you will. Your job is to clear those obstacles so your team can keep moving forward. Be ready to lend a hand, but only when it’s needed.
What do you need from me to accelerate your progress?
Maybe it’s resources, maybe it’s a quick decision, maybe it’s just a little encouragement. Whatever it is, this question shows you’re there to support—not to control.
Step 3: Clear the Roadblocks, Don’t Build Them
Here’s the thing: your team was hired because they’re good at what they do. So, let them do it! Your role is to remove any roadblocks that pop up along the way, not to create new ones. Need a decision made? Make it. Need a resource? Find it. Need to run interference with another department? Go for it.
Remember, your team’s success is your success. When they cross the finish line, it’s a win for everyone.
Conclusion: Trust the Process (and Your Team)
Great leadership is about setting the stage, providing the tools, and then letting your team take center stage. By helping them set goals, aligning those goals with organizational needs, and then removing any obstacles that appear, you’re empowering your team to do what they do best.
So, set the course, ask the right questions, and then—most importantly—get out of the way. You’ll be amazed at what your team can accomplish when you trust them to drive.
If this all sounds overwhelming or difficult to navigate, check out the Tactical Leadership For Today’s Leaders UnCourse on Amazon, or consider jumping into the next fellowship for some amazing tools.
