“[T]he best way to get the most out of a staff is to give people full responsibility. Usually, they will live up to it.” – Peter Lynch
I saw a presentation today suggesting that there can be more to it. The learning curve of an employee traces four stages using their model. The “enthusiastic beginner” is ready to take on the world. Often, he doesn’t know what he doesn’t know, and soon reaches one limit after another until his resources (most significantly, his own knowledge) runs out. At this “disillusioned learner” stage support and direction are what keep him from getting overwhelmed and quitting. In time, he becomes a “capable, cautious learner” who still appreciates encouragement, feeling a mix of capability and doubt. At last, he graduates into a “self-reliant achiever” whose productivity spikes.
The principle behind Lynch’s comment has been championed here before. Micromanagers are heels. Thing is, most managers agree. So they languish in the opposite extreme of excessive distance and insufficient support.
Giving full responsibility is half the equation. The other half is giving full support.
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