Empowering Work Groups
I may have leadership skills and be in leadership roles; however, I do not perceive myself as a leader. Not entirely.
I believe I position myself so that others are successful, so others achieve their very best. So I am not out front, leading. I am beside or behind, supporting, coaching, and cheering people on as they succeed, learn, and meet goals.
This practice I continue to develop is grounded in trust. I trust myself to be consistent, empathetic, consideration, compassionate and knowledgeable. I trust that staff know their roles and scope of work and the tasks necessary to get the work done. I don’t need to ask them what they are doing nor tell them how to do their work.
I do need to know how roles align with overarching institutional structures and strategic plans. I do need to understand challenges that come with technology changes and distribution.
Fostering an environment of trust can be tricky. I believe that modeling creative, agile, and respectful behaviour are aspects of leadership that cannot be forced but demonstrated naturally, confidently. Trust is established when I show some vulnerability and accept other’s vulnerability without judgment.
It is ongoing.
I continue to hone my skills. I continue to learn.
