Are you a ‘Meera’? 7 ways to help you empower your team

Meera flops down in the chair. Her shoulders are drooped, she looks weary. When asked how she was feeling, her response was, “I’m tired, worn out, always seem to be busy ’.

‘Tell me more’,  I probed. ‘I seem to spend all my time fixing other people’s problems, and then having to catch up on my own work,’ she responded. When asked whose problems she was fixing, she replied, ‘everyone else’s… Joe in finance, Kofi in marketing, Trevor in sales..’

Are you a ‘Meera’?

Meera believes that:

• It her role as a leader to fix things, to make things right
• Complex, uncertain matters need to controlled and managed by those in authority
• It’s best for others to seek help rather than taking risks and getting it wrong
• She’s in charge. The buck stops here and she is ultimately responsible

Meera’s exhaustion is a familiar tale for many leaders who find themselves caught in the trap of being the perpetual problem-solver. While her intentions may be noble, the toll it takes on her well-being and the long-term growth of her team cannot be ignored.

If you resonate with Meera, acting as the hero, the fixer, the problem-solver… it’s time for a leadership shift.

What could Meera do instead to foster a more empowering and coaching style of leadership?

1. Practice active listening: This would enable Meera to be more curious and understand their challenges and aspirations. Instead of providing immediate solutions, she could pose questions that encourage self-reflection and problem-solving. By fostering an environment where team members feel heard and valued, Meera sets the stage for collaborative growth.

2. Solve problems together: Instead of being the go-to person for problem resolution, Meera could foster a culture where team members collaborate to find solutions. By encouraging open discussions and brainstorming sessions, everyone’s perspectives are valued. This not only leads to more innovative solutions but also strengthens team bonds.

3. Develop team skills: Recognise that team members may need additional skills to tackle challenges effectively. Instead of solving their problems, Meera can identify skill gaps and provide training and mentoring opportunities. This investment in skill development not only benefits individual team members but also contributes to the overall competence of the team.

4. Delegate: Meera could delegate tasks and responsibilities based on team members’ strengths and developmental goals. This not only lightens her workload but also empowers the team to handle their responsibilities autonomously. Delegating also provides valuable leadership opportunities for team members to grow.

5. Growth mindset: Foster a culture that embraces challenges as opportunities for growth rather than obstacles. Meera could inspire her team to view setbacks as learning experiences and encourage them to explore new approaches. A growth mindset creates a resilient and adaptable team that thrives in the face of uncertainty.

6. Set clear expectations for performance and responsibilities: Meera could communicate effectively about what is expected from each team member, empowering them to take charge of their roles. Clarity reduces the need for constant intervention and allows individuals to excel in their assigned tasks.

7. Acknowledge and celebrate both successes and learning moments: By recognising efforts and progress, Meera reinforces positive behaviours and encourages a mindset of continuous improvement within the team.

Leadership isn’t about fixing everything; it’s about empowering others to rise. Embrace the shift and watch your team soar to new heights.

Couple of questions to reflect on:

• What resonates with you the most in Meera’s journey, and how might it mirror your own leadership experiences?
• Do you identify with any of Meera’s beliefs, and if so, what steps can you take to shift your mindset towards a more empowering leadership style?

Be the leader who enables others to shine 🌟

V