photo by Alaskan Dude
I am managing a number of students working on a moot court event. In this capacity I am coaching the students to build their own arguments and develop their legal writing skills. I am constantly there to provide them feedback and ideas and try to stay out of their way and let them do the work and learn from it.
From day one I emphasized how available I am for them. I try to be responsive and reply to every e-mail as promptly as I can. Whenever they call, I usually take a few minutes and make sure I answer their questions.
In the first few months of the project, I was struggling with how to make them use me more. Because what they are doing is so new and different from everything they have done so far, they have many questions and sometimes they did not comfortable “bothering” me all the time. It was hard to convince them that I am here to help them and that it is not only my job but I also enjoy doing it.
This week I learned the other side of this balance. I was preoccupied and was not able to answer a call from one of the students. When I returned to her a few hours later to ask if I can help, she said: “no, it is OK, I had a problem, but I found my own solution”.
It suddenly dawned on me. Sometimes, it is important not to be too available, on purpose.
In a Knowledge@Wharton article titled “The Problem with Financial Incentives — and What to Do About It”, Wharton management professors Adam Grant and Jitendra Singh discuss the importance of autonomy:
For example, in a study at a printing company, Michigan State’s Fred Morgeson and colleagues found that when teams lacked clear feedback and information systems, giving them autonomy led them to expend more effort, use more skills and spend more time solving problems. Numerous other studies have shown that allowing employees to exercise choices about goals, tasks, work schedules and work methods can increase their motivation and performance.
This was another lesson on the importance of balance in the everyday life of any manager working with people. Yes, you should have people’s back and make sure they have the knowledge and resources they need to do their work. At the same time, you need to know when the get out of the way on purpose.
Are you intentionally creating autonomy moments for your employees and team members or are you always too available?