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Problem: When team members need constant approval for decisions, it slows them down and stifles creativity.

Solution: Give team members more independence to make smaller decisions on their own, building trust and boosting productivity. Introduction:

Intro

Efficient execution thrives when team members are granted agency by default. This essential element of workforce autonomy empowers individuals to make proactive, independent decisions—managing themselves as a “team of one” without needing constant approval. Leaders who provide this kind of agency show trust in their team’s ability to identify priorities and create personalized strategies that focus time and effort on what matters most for organizational success. Valuing agency doesn’t mean every decision will be made in isolation; collaboration remains a key part of our system. But does every decision require input from everyone? Leaders can foster a stronger sense of autonomy by removing unnecessary permissions for smaller operational choices like meeting attendance, task management systems, and flexible work schedules. Agency counters the stifling effects of micromanagement, which can hinder execution, squash creativity, and reduce retention. With greater autonomy, each team member can choose how and when to contribute, building a shared reality that amplifies both individual and collective success.

Tools:

1. Emancipate, Don’t Empower: Instead of simply “empowering” employees within a top-down structure, the approach emphasizes emancipation, which means allowing individuals to own their roles entirely. True agency involves trusting employees to bring their talents and creativity to the forefront rather than seeing empowerment as a gift given by a superior.
2. Set Clear Goals, Allow Flexibility in Methods: Supervisors should specify the objectives but grant flexibility in how these are achieved. This fosters ownership and innovation as employees determine the best methods to accomplish their tasks, thus encouraging them to think critically and develop solutions independently. KPIs and OKRs
3. Develop Technical Competence at All Levels: Control is most effective when paired with competence. Supervisors are encouraged to ensure their teams have the necessary knowledge to make informed decisions, reducing the need for constant oversight. Training programs that enhance technical skills directly enable distributed decision-making, increasing both motivation and the quality of work outcomes.
4. Use the “I Intend To…” Protocol: This technique involves subordinates articulating their plans to supervisors in a format like, “I intend to…” This approach develops independent thinking and confidence, encouraging employees to take responsibility for their actions and understand the implications of their decisions while still keeping supervisors informed.
5. Shift Focus from Error Avoidance to Excellence: Avoiding mistakes should not be the primary goal, as this can stifle initiative and innovation. Instead, leaders are encouraged to cultivate a mindset oriented toward achieving excellence, which promotes a proactive approach to problem-solving and continuous improvement.
6. Encourage Open Communication and Feedback: Creating channels for open feedback helps employees feel heard and valued. Leaders should actively seek feedback on how their supervision style affects team members, demonstrating willingness to adapt and improve. Transparent Feedback and Radical Candor
7. Build Mutual Trust with Small Wins: Start by delegating smaller, lower-stakes tasks that allow employees to demonstrate competence. As they succeed, gradually increase the scope of their responsibilities. This not only boosts confidence but also strengthens trust between leaders and team members.
8. Empower Decision-Making Close to Information: Emphasize that decisions should ideally be made by those closest to the information. This aligns with the The Leader-Leader Model where leadership responsibility is shared rather than concentrated. It reduces the chance of bottlenecks and helps teams become more agile in their responses. Push Decisions As Low As Possible
9. Provide Purpose, Not Just Rules: Instead of focusing only on protocols and procedures, explain the why behind tasks and objectives. This empowers employees to think beyond the immediate task, aligning their work with broader organizational goals and values, making them feel like active contributors to the mission.
10. Embrace Mistakes as Learning Opportunities: Advocate for a culture of “Learn Everywhere, All the Time,” where learning and growth are integrated into everyday tasks. This mindset builds resilience and adaptability, allowing team members to feel more capable and less dependent on direct supervision. Encourage a mindset where mistakes are seen as learning opportunities rather than failures. This approach reduces fear of failure and encourages employees to take calculated risks, knowing that growth is supported by leadership. Kaizen / Continuous Improvement
11. Practice “Intent-Based Leadership” Everywhere: Whether it’s a routine task or a critical operation, ask employees what they intend to do rather than telling them what to do. This cultivates a proactive, ownership-driven culture where team members continuously think and act as leaders themselves.