The article “To Help Your Team Grow, Give Them Space to Struggle,” published in Harvard Business Review (HBR), gave valuable insight into the need for discomfort as a catalyst for growth. Sometimes, even empathy can get in the way of helping out team take on more significant tasks.
We experience this ourselves in Cultivate- be it client meetings or in our 1:1s. Growing takes effect when employees are allowed autonomy and are placed in a position where they are stretched (albeit with small steps). It’s often easier to take over when we see discomfort- especially when we consider it a task that is easier ‘just completed.’ However, the article brings up some critical points that we should consider:
A CHANGE OF PERSPECTIVE: A GROWTH MINDSET OVER A FIXED MINDSET
We can view struggling in a more positive light. While it can be seen as incompetency of the employee or that a leader is being unkind by allowing their employee to be in such situations, it can be reframed as a learning opportunity that encourages experimentation, resilience, and personal growth within their teams. Such setbacks become stepping stones towards tremendous success.
ACTION: DELEGATE, DELEGATE, DELEGATE
A critical factor in supporting team growth is allowing team members to operate within the “learning zone,” where they face neither easy nor complex challenges. This zone pushes individuals to acquire new skills, knowledge, and resilience.
Leaders are encouraged to strike a balance between support and autonomy, offering guidance and resources while empowering team members to take ownership of their challenges. Using low-stake tasks that will support learning while not hurting the organisation’s reputation will help employees gain the confidence necessary to take on more significant hurdles.
FOLLOW-UP: PROVIDE CONSTRUCTIVE FEEDBACK
“Great things in business are never done by one person; they’re done by a team of people.” – Steve Jobs
Effective leaders do not need to know all the answers- instead, they can provide facilitation, guiding the employee to improve through alternative approaches and solutions. Leaders should offer support and resources, ensuring team members have the tools to navigate their challenges effectively. Through combining feedback and support, leaders can help their teams grow and develop resilience in adversity.
There needs to be a shift in mindset to embrace setbacks as a learning opportunity. Read the full article on HBR to delve deeper into this topic. Let us know some ways you have facilitated development using hurdles.