Just Own It: Can Self-Leadership Work In Your IT Solutions Provider?

By Robyn Porter, Human Resources Manager & Consultant, HTG Peer Groups

In the ultimate move toward self-leadership in the workplace, Zappos (among others) recently announced they were eliminating managers in an effort to keep things less corporate.  In a movement called holacracy, teams are expected to know what needs to get done and do it, focusing on the relationships rather than the individual to meet objectives.  Employees are expected to monitor their roles and move across groups without being told to do so, keeping themselves busy and offering their expertise to each applicable group.  Those who cannot motivate themselves to do this will be ousted from the group or the company.  This is an obvious shift from current corporate cultures and won’t work in every company, but the underlying concept of self-leadership and the nurturing of relationships is undeniable, and can apply to our personal lives as well. 

The execution of self-leadership can provide:

• Improved Work And Personal Relationships. As a psychology major one of the most powerful constructs I learned was we lead by example. No action can establish credibility to those around us more powerfully than “walking the talk.” Relationships will improve when those we are leading watch us and learn how to lead themselves by the examples we demonstrate. We must have our own personal mission, vision and values that we hold ourselves responsible to. How can we possibly lead others if we can’t lead ourselves? 
• An Emphasis On People. Self-Leadership requires not only introspection, but the ability to mirror others as a part of the process. By understanding ourselves better, we can begin to identify in others their needs and what motivates them and in turn help them identify those needs in themselves. By focusing on people and their motivations instead of rigid process, we can empower those around us to take initiative for themselves.
• An Environment Of Inclusion. Giving ourselves and those around us permission to act accordingly and make decisions that are in the best interest of our goals/company/group/family draws people in and gives them ownership.
• The Development Of Trust. If those around you see you confident enough in yourself to make good decisions with little or no direction, it begins to build their trust in you and in themselves. The key is owning it when you don’t make a good decision. Admitting you made a mistake models courage, which will lead to trust. 

“There is a person with whom you spend more time than any other, a person who has more influence over you, and more ability to interfere with or to support your growth than anyone else.  That ever-present companion is your own self.”  ~  Dr. Pam Butler, Clinical Psychologist

I like this quote. I think it encompasses a long forgotten notion that we, as individuals, are truly the masters of our own destinies. In an age where we are spoon fed what to think and how to act, the notion of being responsible for ourselves needs to be revisited. No matter your position, title, marital status or station in life, being self-aware and self-lead will result in more meaningful and productive work and personal relationships.

HTG offers a recruiting service to help companies fill open positions. Contact Porter to learn more.  Robyn Porter is a Human Resources Manager of 20+ years and Consultant with HTG Peer Groups.  Her background includes the IT, Hospitality, Distribution, Entertainment and Gaming industries, and from operations to ownership to corporate human resources.  Her passion lies in the SMB space helping businesses to maximize HR processes and successfully navigate the challenges.  You can reach her at rporter@htgpeergroups.com or find her on LinkedIn or Twitter at @RobynTheHRLady.