Abstract
A leader’s role is not only to manage staffs’ productivities or
performance. Their role goes beyond that. They should be responsible in
motivating their staffs to develop themselves, not only for the benefits of
them company, but for them as well.
This reflection will share my experiences in motivating my
colleagues to be independent and developing themselves to reach their
potential.
1
Introduction
One of a leader’s roles is to motivate
their staff to be independent and develop themselves. This is not a simple role
to undertake, and the leader might feel a huge burden on their shoulder. But if
a leader is willing to face the challenge head-on to achieve his or her
objectives, it will not only benefit him, but also the colleagues and the company.
The following are two of my experiences of
how I was able to motivate my colleagues to develop themselves and be
independent.
2
Negotiate with Staff to Learn
and Develop Themselves
In almost every workplace I’ve been a part
of, there are bound to have people who refuse to accept change and stick to
their current regime. In this new era, in which changes are inevitable, people
need to accept change with open arms and embrace them.
In my workplace, my colleagues are
reluctant to make changes to their current workflow. The changes requested came
from the management themselves and the employees need to learn a few new
methods to their tasks.
This is when I told them that the change is
necessary to remain relevant in the business. I share with them what the
competitors are doing and why we should be ahead of them. Of course, they
shared their concerns as well, but we were able to compromise and decided to
implement the change gradually, so that they have time to adapt.
3
Provide Opportunities to Take
On Higher Duties
As my work requires me to travel, I decided
to provide my colleagues opportunity to take on my role during my absence. They
tend to be worried initially, as they are afraid that they can’t cope. In this
situation, you need to convince them that you believe in them and are confident
in handing over the task during your non-appearance. Giving them higher duties
will make them feel good, as it is an acknowledgement that their hard work has
been recognized.
They may make some mistakes while
performing the duties, but that is the risk I am willing to take. If I did not
give them a chance, I don’t see how they can upgrade themselves and be useful
to the company in the future.
4
Conclusion
The two scenarios I highlighted above are
just the condensed version of my experiences. A lot of work needs to be done in
order to motivate my colleagues. I have been lucky, as my colleagues are all
cooperative and willing to work together with me side-by-side.
There are many others out there who are not
as fortunate as me. I can’t imagine how they manage their staff. However, with
the experience I have amassed, I believe I will be able to manage if I were to
encounter unresponsive staff.
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