Every leader is different and has their own leadership style. That doesn't mean that style is always the right one. There are moments when a manager has to intervene, or 'step in'. For example, when there is a disagreement between two employees or when results are lagging behind. Then it is important to know what the right approach is.
Self-organisation is a great asset
Good leadership is not just about telling employees what to do. A good leader can watch from a distance, monitor the results and only step in when things go wrong. Prof. Dr. Bas Kodden, professor of leadership, puts it like this: "Most managers step in when they should step out, and the other way round." According to him, leadership is full of contradictions, because our behaviour is driven by our first, automatic reactions. Boom Management
Step in or step out?
Stepping in or out means leading when it is needed. That is the case with unacceptable behaviour or when results are disappointing. At such moments, a leader's automatic reactions are triggered and they face a choice. According to Kodden, there are three such reactions: fear, ego and too much empathy.
According to Kodden, the highest form of leadership is letting people take the lead themselves. Give your employees room and don't hold them too tightly to structures. That way they can develop their talents to the full and work stress decreases. That benefits work engagement, and with it productivity and creativity. He works this out further in his book Leidinggeven is omgekeerd opvoeden (Leadership is parenting in reverse).
Fear
Does something unpleasant happen between two colleagues? Then as a leader you must not be afraid to confront it. If you don't, you give in to the fear of asserting your authority.
Fear can also work the other way. As a manager, are you afraid of losing control and of the results not being achieved? Then you start steering too much. A classic example of stepping in at the moment you should actually step out.
Ego
By putting your ego aside, you let your employees receive the applause when they deserve it. Step out and put your employees in the spotlight. You are less busy yourself and you show that you give people room and recognition.
Empathy
Too much empathy can mean that you help employees too quickly as soon as they find things difficult. Well meant, but it costs them energy and work motivation, because you take over their ownership. At such a moment, step out and choose a different style: support or coach, but don't take over or check the work.
Room within boundaries
That way you can approach situations rationally and give your employees room to develop and grow to the full within your boundaries. Those boundaries are necessary, though. They make clear what the team is working towards, and that higher goal is needed to stay engaged. Without boundaries, chaos arises.
Remember that as a manager you always have three trump cards up your sleeve when people don't take the lead themselves and results lag behind: supporting, coaching and directing. Shift down step by step, and not straight to the heaviest style. You can read how that works in good leadership is parenting in reverse.
And when things go well? Then as a good leader you stay in the background and applaud your team's achievements. That way you give your employees the credit, they feel responsible and they stay proud and engaged.
Also read leadership: what forms are there?
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