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Part 3 of 8 in the significant seven teaming questions. Previous parts can be found on my website (timshaw.co.za under Shaw to Shore articles).
Did you ever hear of anyone polishing a hired car before returning it to the hiring company? I have, once in twenty-five years. The look I gave the respondent must have been startling as it prompted him to ask me why. I simply answered; amazing!
One of my friends, a successful CEO, recently sold his thriving business to a large corporate with the proviso that he remain on in a similar role, albeit it now as a paid employee and Exco member. He admitted that maintaining the same ownership mentality towards his responsibilities was ‘different’ and the best way he could hold himself accountable to the organization was to compare his current thinking to how he previously would have thought as business owner.
Should he have found it so challenging can you imagine why it is that the majority of employees fail to make the transition from hireling to owner? Intentionality beckons!
Start by encouraging employees to think for themselves so they get to ‘see’ the bigger picture. They will need to feel ‘safe’ in your presence to open up their executive brain functioning. Combine this safety with a learning environment geared towards nurturing growth mind-sets and you would have opened their transformational door. It’s now for them to step in.
There are numerous ways in which to foster an ownership mentality with employees however it all begins with? You guessed it – leadership modelling the essential qualities.
Modelling alone is only a start however, as employees will need more, such as the recognition and rewards for practicing the associated behaviours.
What would suggest to those around you at work that you have taken psychological ownership?
I am the author of Leading Self and Others (how to make a difference where you are with what you’ve got) and Teaming with ideas (life lessons in teams – from business, sport and parkrun). You can contact me here.
