Creating a High-performance, Self-managing Team – Behind the Scenes

Getting your employees to be a self-managing team is the goal for many leaders. I hear these words all the time. Let me share with you a story about a high-performing, self-managing team. Inside this short video, I want to give you three things that get in the way of this dream. When you decide to stop micro-managing, making decisions, and getting involved, you have a chance to develop your organization so that it is a self-managing team.

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Behind the Scenes: The Transcript

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The other day, I was having a conversation with a business owner and I said, what’s the big project for this year. If you had to say one thing about your business, what are you guys really focused on? And he said, you know, we were just talking about this the other day. We want to create a high-performing self-managing team.

[00:00:18] Well, That is exactly what I hear over and over and over, or maybe some version of this high-performing self-managing team. So I thought I would take a moment for, with you to unpack what that really is and why that’s so important for your business to scale beyond where it is today to grow, to make an impact, to really create the kind of momentum that you need.

[00:00:40] All of the stuff comes from you as a leader. Activating those people to be high-performing people, but be self-managing at the same time. Let’s take a look at those separately and really try to understand what they are. High performance means they are performing at a level beyond average. They are truly creating extraordinary work there, whether it be creative.

[00:01:05] Innovative, maybe it’s just the volume of work they can do. But high performance is what we’re looking for now. Not everyone’s going to be high performance. Some people are going to be average. Some people are going to be below average, but you want to create a place where people are playing at their best, and they are really able to make an impact on the organization.

[00:01:25] And it really does help to understand what high performing is. And I’ll give you an example of how you can do that a little bit later today. The other piece of this is self-managing self-managing is self-explanatory. But inside of an organization, it means people are making decisions and they truly are solving the problems in front of them.

[00:01:46] The best way I can say that is they feel empowered and they’re taking ownership of the work. This feeling of empowerment comes from you as a leader, giving them everything that they need to make decisions to move forward and to overcome the challenges in front of them doesn’t mean you’re not there to support them and help them create the space to do that.

[00:02:08] Give them the resources, but it means that they are empowered to the highest level. And then finally, it’s this whole concept of ownership that I’ve talked about many, many times before. So many people on the interviews or the podcasts have talked about ownership. You want to make sure people have a feeling of ownership.

[00:02:28] That feeling of ownership is really where it starts, that that moves into thinking like an owner and that moves into acting like an owner. And so that everything that they’re doing is because that’s what they would do if they own the company. They, maybe it stay extra hours to get something, you know, just right for a client. Maybe it’s putting a little bit of extra effort and thinking into a problem or solution. Maybe it’s being proactive when you need to be, instead of just doing the work, you know, the normal, maybe it’s creating a system around this stuff we could go on and on and on of what ownership looks like, but it starts with the feeling of ownership.

[00:03:09] I share all this with you because I want you to be the kind of leader that can activate people to feel empowerment and to feel like they can be self-managing. And the sense of ownership. Now I study fast-growth companies. I just got off a call with about 22 founders CEOs from the Inc 5,000. All people, some of them are clients.

[00:03:32] Some of them are people that are just special guests to come in and share and talk about stopping the bottleneck. And it was a, you know, interesting conversation cause they really can relate to this. Let’s create a high-performance team and be self-managing. We went through a lot of the details behind that, but all of this whole video is about you being a stronger leader.  And about you being the kind of person that has a clear goal, what are you doing? What’s your theme? What’s your rally cry. If you will, for this moment. And you want to make sure that’s clear. You want to make sure people understand what it is, break it down for them. And everyone is able to align around what it takes to get there.

[00:04:15] Now, this is a very complex thing. I’m not here to give you a step-by-step, but I want to give you the one big idea behind this video is your, the team leader. You’re the person they look to. You should be intentional and proactive to create that theme or project for the company. And you should get buy-in from the people.

[00:04:39] You should get feedback and you should get commitment about what that one goal is and how you move forward. And when you have that, then you know, when you can, you can go measure it. You can figure out the different projects and tasks that allow you to get there. But having that one thing first. Is such an important piece to you creating the kind of company you want for you is the leader that you want to be.

[00:05:03] And all of this is for you to be an extraordinary leader for your company. This is a behind-the-scenes moment of just something I share with my clients, the people I work within my world, fast-growth leaders. You don’t have to be, sorry. I got choked up there. You don’t have to be on the Inc 5,000 to really take this message and use it.

[00:05:24] But you do have to want to be beyond where you are today. You have to be hungry for something. And I want to create content for you. So all that being said, thanks for tuning in here to grow. Think tank. When you think of leadership and you think of growth think of Growth Think Tank as always lead with courage. We’ll see you next time.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

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