I'm sure there's lots of material out there on leadership development...this is a pretty normal transition, for example, for people who used to have a more "expert" role and are now more responsible for producing results from others.
But how about asking your team what that would (and wouldn't) look like to them. Maybe start 1:1, and perhaps a group meeting as well?
At the heart of the conversation:
1. How am I doing (on 1-10 scale)...score isn't that important, but it provides an anchor
2. What am I doing already that's working to support me being an "open, participative leader"
3. With the benefit of hindsight, what can I add to what I'm already doing that would increase the score?
4. With the benefit of hindsight, what can I stop doing that would increase the score?
That "with the benefit of hindsight" phrase is important...makes it a joint discovery process, rather than blame-finding.
You might also ask your team members if they have any ideas on what they might do to support this transition. Usually, when we see someone acting a certain way, we inadvertently participate in that system to reinforce that action. So as you change, they'll need to change. Just be thoughtful about how you explore this--you're the leader; you don't want to make sure it looks like you're delegating this job.
You might have parts of you uncomfortable with this process and new role, and there's tools to help that too. But more a one on one conversation if you want to explore it.
Is this answer helpful? Schedule a free consultation with Mark.
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