In today’s fast paced work environment, people are looking for more than just a manager who can direct them, they want and need flexibility in a leader. They want someone who can adapt to their unique needs and encourage their growth. In fact, whenever I ask people what the top attributes are ty are looking for in a leader, ‘flexibility’ always comes out in the top three. But what does it mean to be a flexible leader, and how can you embrace this crucial trait to get the best from your team?
The desire for greater flexibility is a reflection of how the workplace has shifted in recent years. Gone are the days of a one-size-fits-all approach to leadership, where a manager employs the same strategy for everyone. Employees are not just looking for direction but for empowerment and autonomy. Whether it’s the rise of remote work, the changing dynamics of team collaboration or the push for personal development, employees expect leaders who can meet them where they are and adapt. It’s about recognising that every team member has different strengths, challenges and work styles. As a leader, you must adjust your approach based on these differences in order to best help each individual flourish.
Recognise individual needs
All employees are not created equal. No two employees are the same. Some are naturally more confident; some are naturally more cautious. It stands to reason that not all employees require the same level of guidance. Some people feel comfortable and more than capable being highly autonomous. Perhaps they have been in the role or the business for a long time, or have years of experience at their jobs. Others may require more direction or frequent feedback to feel secure in their roles. Perhaps these people have less experience, are new to the job or the business or generally need greater support by nature. Recognising and respecting these differences and preferred work styles is key to being a flexible leader and allowing each person to perform at their best.
Give autonomy when needed
One of the most important aspects of flexibility is knowing when to give more autonomy to your team members. Many people have a high need to work independently. When people are accountable for their own work, they feel trusted to take ownership of their tasks and contribute to decision-making processes. Giving people greater autonomy shows that you have faith in their abilities and empowers them to be innovative, make decisions and manage their workloads in in their own way.
A flexible leader knows that giving freedom doesn’t mean stepping away entirely. Instead, it means offering guidance at the right moments, providing support when necessary, and stepping back when the situation calls for it. Allowing highly capable employees the flexibility to operate independently not only ensures job satisfaction but also boosts creativity, productivity and overall engagement.
Give guidance when necessary
Let’s face it, not everyone is happy to jump into the deep end straight away. Some people in your team might feel they need more guidance from you. They may want more frequent check-ins, additional training or clearer direction to feel confident in their tasks. Striking the right balance between giving adequate guidance while still empowering people is key. There is a fine line between helping your team and making them feel micromanaged or undermined. Make sure you know when you can step back and loosen the reins by maintaining regular clear communication with the person and checking in to see if they feel confident and comfortable to be more autonomous as time goes on.
Delegate effectively
When you know the strengths, capabilities and autonomy levels of your team members, you can delegate tasks to best reflect their skills and interests. Not only will you be freed up to focus on other priorities but your team will feel trusted and empowered.
Reap the rewards of being a more flexible leader
By being more flexible in your leadership role, you create a work environment where people feel valued and empowered. When people feel their unique individual needs for autonomy and support are being met, they are more likely to be engaged, motivated and loyal. They’re also more likely to reach their full potential with a leader who supports them on their journey.
A flexible leader fosters a culture of trust, where people feel secure enough to ask for help when needed, take risks and contribute ideas. This results in greater innovation, creativity, collaboration and job satisfaction across the team. It’s a win-win situation.
Increasing your capacity to be flexible in your leadership approach means you will have a team that is more productive and committed to achieving shared goals, which is a very powerful tool for a successful team.
If your leadership team could do with some guidance I have been delivering successful leadership workshops that bring people together for years. I’d love to help, Don’t hesitate. Get in touch today.