Teach your team to
be more independent

How to train team members to take more responsibility for their own tasks

By Angela Civitella

It’s important for managers to be a resource to those they lead. But it’s easy for teams to take advantage of this. Over time, they can develop managerial dependency.

So how can you train team members to take more responsibility for their own tasks, instead of running to you for “hand-holding” through every step? In this article, we’ll examine how to decrease manager dependency, and how to get the members of your team to “stand on their own two feet”.

Micromanaging and delegating

Team members often become dependent on their manager because of micromanagement. When managers don’t let team members take responsibility and ownership of tasks, then it’s understandable that people come to depend on that control.

It’s important for managers to be a resource to those they lead. But it’s easy for teams to take advantage of this. Over time, they can develop managerial dependency.

It’s important to take a close look at your management style. Is it possible that you’re managing your team just a bit too closely?

If you are, then cut back slowly. Start by giving people tasks that don’t have to be perfect. (When you reduce your control and input, your team might be uncertain at first – that’s why it’s a good idea to start with low-priority or low-importance tasks or projects.)

Next, look at how you’re delegating. When delegating tasks, team members must understand exactly what they need to do, they need to know that they have the skills and knowledge to complete the task, and they need to feel responsible for delivering it with a certain level of quality by a certain deadline.

If any of this information is missing when you assign tasks, then your people may be forced to come to you for more information. You can avoid this by making sure that they have everything they need at the start of the project

If they do have problems, remember the old advice to “get people to come to you with solutions, not with problems”. Make sure that they’ve thought through at least one possible solution to the problem before they come to bother you.

Creating a culture of responsibility

For your team to take responsibility you must have a workplace culture that encourages this behaviour.

‘Make sure that “taking responsibility” is written into your performance plans. You want your team to know that this behaviour will be rewarded.’

Look at your organization’s culture. Does your company encourage or discourage responsibility and independent thinking? If it’s discouraged, then you need to take steps to change this.

Make sure that “taking responsibility” is written into your performance plans. You want your team to know that this behaviour will be rewarded. When team members take independent action to get the job done, praise them for their initiative.

Using parenting techniques with your team

Surprisingly, you can use some proven parenting techniques to teach your team to be more independent.

For instance, many parents are encouraged to let their young children take the lead in some situations. The children’s choices might be wrong, but the experience allows them to learn and grow.

This is a wonderful technique to use with your team. During meetings, put someone else in charge while you sit back and observe. Or, let the group choose a leader. Putting the team in control forces them to rely less on you, and it empowers them to make their own choices.

Parents are also advised to “practice being absent” if they want their children to be more independent. If your organization allows telecommuting, spend more time away from the office – or simply keep your door closed, signalling that you don’t want to be disturbed. Putting space between you and your team will force them to make decisions on their own.

‘Putting the team in control forces them to rely less on you, and it empowers them to make their own choices.’

Key points

Teams sometimes become “manager dependent”. To prevent this, make sure that you’re not micromanaging their activities. Slowly start delegating less important tasks and projects, and make it clear that it’s up to them to brainstorm and find solutions.

You can also use some parenting strategies. Empower your team by letting them take the lead in meetings and on projects, and spend more time away from the office or with your door closed.

It may take time, but by slowly building your team’s confidence level, they’ll learn to rely less on you and more on themselves.

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