Here's how you can inspire employees to take ownership of their work.

La palabra "inspirar" es frecuentemente relacionada con la motivación. Muchas veces me han invitado a realizar actividades "motivacionales" y debo reconocer que lo he hecho muchas veces, y con algo de pudor puedo decir que lo hago bien. Sin embargo, en un momento, me di cuenta de que lo que debía hacer no era motivar, sino ayudar a encontrar "motivos" que son los que realmente movilizan a las personas. Entonces, acompa?ar a los equipos a encontrar aquellos motivos (personales) que los conecten con la aspiración o propósito de la compa?ía es revelador, ya que encuentran sentido entre lo que quieren de su vida y lo que hacen. Es algo difícil y desafiante, pero me parece fantástico.

Walk the talk! That's the best way to foster ownership and accountability in your team. If you are the first one to blame someone else when something goes wrong, then your team will likely follow your lead.

Trust can be developed in different ways. Erin Meyer is describing in her Culture Map how humans can either start trusting more by 1) delivering tasks in quality and time or 2) by putting energy in the relationship between you end them. Find out where you are on that scale and where your colleagues are. Learn to give your colleagues the trust they need.

In my experience, cultivating trust is necessary for inspiring employees to take ownership of their work. You could start by demonstrating trust by delegating meaningful tasks and allowing team members the freedom to tackle these tasks in their preferred manner. This will not only empower them but also encourage innovative thinking and a strong sense of responsibility.

Creating trust in fellow employees and team members of any specific mission is first requirement. They should understand that the leader is fully aware of goal / task ahead along with path to be taken and difficulties likely to be faced. The trust develope when the leader prepares the team for the task developing the capabilities of the team members. If the capabilities are available then the leader should know how to assign tasks for effective and efficient utilisation of talents available. All above activities shall create the trust in the team/ workforce which shall be reflected in the outcome.

Setting clear and SMART goals is needed in motivating employees to take ownership of their work. For instance, at the beginning of each project, you could try to collaborate with each team member to establish specific targets that align with your overall business objectives. This process will ensure that they understand not just the "what" but the "why" behind their tasks.

- Check out systems like OKR to come up with goals together with your colleagues. - Let them choose the way to complete their tasks by themselves. - Give them a clear overview what resources they are allowed to take. - Make clear what mistakes they are allowed to make on their way

Autonomy and Empowerment *Give employees the freedom to make decisions and take calculated risks *Provide the necessary resources and support to help them succeed

To inspire employees to take ownership of their work, it's better to encourage autonomy among them by providing the necessary resources and support but resist the urge to dictate every step. When you do this, you inspire them to take ownership of their work, and this will definitely give better results.

With 15 years of experience, I've found that fostering autonomy is key to inspiring ownership. Start by trusting your team with decision-making power. Delegate tasks and let them choose their approach. Provide the tools and resources they need, such as project management software and flexible schedules. Encourage them to set personal goals and pursue projects they are passionate about. Schedule light-touch check-ins to quality assure the work and see if they need any support. Celebrate their successes publicly (if they're comfortable with that) to reinforce their value. This approach not only boosts engagement but also instils a sense of responsibility and pride in their work.

Encourage Accountability *Set measurable goals and hold employees accountable for their outcomes *Encourage them to take ownership of their mistakes and learn from them

To inspire employees to take ownership of their work, it's better to encourage autonomy among employees by providing the necessary resources and support but resist the urge to dictate every step. When you do this, you inspire them to take ownership of their work, and this will definitely give better results.

Throughout my career, I've learned that effective feedback is crucial. Schedule regular one-on-one meetings to discuss progress. Be specific and focus on behaviours and outcomes, not personal traits. Use a balanced approach, highlighting both strengths and areas for improvement. Make it a two-way conversation, allowing employees to share their views. Follow up to track progress and show appreciation for developments. This continuous feedback loop helps employees understand their impact and motivates them to take charge of their growth.

When you want to inspire employees to take ownership of their work, make sure you provide regular and constructive feedback. For instance, if a team member successfully completes a critical project, try to acknowledge their achievement in your team meeting and provide suggestions on how they could leverage this success in future projects.

Recognize and Reward *Acknowledge and celebrate employees' achievements and contributions *Use recognition and rewards to motivate and inspire them to take ownership

Empowering growth has been a cornerstone of my leadership. Offer opportunities for skill development through training programs, workshops, and mentorship. Encourage employees to take on new challenges that align with their career goals. Provide access to resources like online courses and industry conferences. Recognise and reward their efforts and achievements. Create a supportive environment where they feel safe to experiment and learn from mistakes. Investing in their development builds confidence and drives them to take ownership of their work. Don’t forget to evaluate the impact of different training programmes to maximum growth.

Actively investing in the professional growth of employees can significantly enhance their engagement and ownership of work. For example, you could try to implement a quarterly training program in your department that includes workshops on new technologies and leadership development. Also, pair less experienced team members with mentors within the company. This will not only help them acquire new skills but also provides a sense of direction in their career path.

Provide Opportunities for Growth *Offer training, mentorship, and opportunities for employees to develop new skills *Encourage them to take on new challenges and step outside their comfort zones

Not knowing why to take ownership is an understandable reason for low motivation. A frequent cause is that team members aren't connected to the vision; hence, they can't relate to the bigger picture. Connecting them will enable them to understand their role and contributions to the overall company success, which motivates ownership.

Effectively communicating the company's vision is pivotal in motivating employees to take ownership of their roles. By clearly articulating where you are headed and how each team member's efforts contribute to your overarching goals, your employees gain a deeper understanding of their impact within the organization.

Foster a Sense of Purpose *Help employees understand the purpose and meaning behind their work *Connect them to the organization's mission, vision, and values

Una visión compartida es algo que debe estar en los "desde" o "must" mas deseables de las disciplinas donde he participado; que una organización y todos sus miembros, por ejemplo, compartan que la protección de la vida y salud de las personas, es parte de visión de la compa?ía y que visualicen y hagan propio aquello con acciones y conductas permanentes, puede revolucionar los resultados y generar una cultura extraordinaria

Deep down, we are all the same and yet different. Another of life's beautiful polarities to manage. The Leadership Maturity Framework is helpful to understand how each person views their reality and to adjust according to what inspires them within that reality. So, are they expert thinkers who value their craft and are inspired by what makes them even better at it? Are they achievers who are inspired by results and effectiveness and anything that allows them to carve out those results? Perhaps they are driven by self-questioning and exploring how the various systems they operate in interact? In that case, give them the freedom to implement some of those "out there" ideas. Inspiring others is about flexing to their frame of reference.

The need to inspire employees is an interesting topic on its own. When I am asked by clients to 'inspire' their teams through leadership development, one of my first thoughts is - what is the need for inspiration in the first place? Is there something deeper that is causing lack of motivation? Is it skill or will that is creating this lack of inspiration? Answers to these questions could change the why for development entirely.

Lead by Example *Demonstrate your own ownership and accountability as a leader *Show employees that everyone is responsible for driving results and success AND Regular Feedback and Coaching *Provide regular feedback and coaching to help employees improve and grow *Encourage them to reflect on their own performance and set goals for themselves

To inspire employees, cultivate an environment where learning and personal development are valued. Encourage mentorship programs and continuous learning opportunities. Recognize individual achievements and create a platform for sharing success stories. Promote transparency and open communication, allowing employees to voice their ideas and concerns, fostering a sense of ownership and community.