SHOWS NO INITIATIVE

SOME MEMBERS OF MY WORK TEAM do what they’re asked, but no more. If they run into a problem, they take one simple stab at fixing it. But if their efforts don’t pay off, they quit.”

The Danger Point

Most people are far more likely to talk about the presence of a bad behavior than the absence of a good one. When someone really messes up, leaders and parents alike are compelled to take action. However, when people simply fail to be excellent, it’s hard to know what to say.

The Solution

Establish new and higher expectations. Don’t deal with a specific instance; deal with the overall pattern. If you want someone to show more initiative, tell him or her. Give specific examples of when the person ran into a barrier and then backed off after a single try. Raise the bar and then make it crystal clear what you’ve done. Jointly brainstorm what the person could have done to be both more persistent and more creative in coming up with a solution.

For instance, “I asked you to finish up a task that absolutely had to be completed before I returned from a trip. You ran into a problem, tried to get in touch with me, and then simply left a message with my four-year-old. What could you have done to track me down on the road?” or “What would it have taken to create a backup strategy?”

Pay attention to ways you are compensating for someone’s lack of initiative. Have you made yourself responsible for following up? If so, talk with that person about assuming this responsibility. Have you asked more than one person to take the same assignment so you can be sure it will get done? If so, talk to the person originally assigned about reporting progress to you early so you only need to put someone else on the job when there’s a clear need for more resources.

Stop acting out your expectations that others won’t take initiative. Instead, talk your expectations out and come to agreements that place the responsibility on the team members while giving you information early enough that you aren’t left high and dry.