Empowered Leadership: Cultivating a Self-Sufficient Team
Outstanding leadership is not about being indispensable but about creating a team that can thrive independently. Effective leaders empower their teams to take initiative, embrace ownership, and develop their own leadership abilities. This blog explores how fostering a culture of autonomy, accountability, and personal growth enables a team to function successfully without constant oversight.
The most effective leaders set the tone for their teams by demonstrating the behaviours they wish to see. According to Kouzes and Posner (2017), role modelling is a cornerstone of leadership, as employees are more likely to take ownership when they see their leader displaying integrity, commitment, and accountability. Leaders inspire their teams to do the same by consistently acting with purpose. This sense of ownership can also be achieved when leaders delegate responsibilities and trust their team members to make decisions, which fosters a sense of accountability. According to Deci and Ryan’s (2000) Self-Determination Theory, individuals are more motivated when they feel autonomous and competent. Encouraging employees to take initiative and make meaningful contributions leads to a more engaged and productive workforce.
A leader’s true success is measured by their ability to develop leadership skills in others. Heifetz and Linsky (2002) argue that adaptive leadership is about equipping individuals with the skills and confidence to navigate challenges independently. This means providing opportunities for professional growth, mentoring team members, and allowing them to take on leadership responsibilities within their roles. A culture of psychological safety must be established for a team to take ownership and function independently. Edmondson (1999) defines psychological safety as an environment where employees feel comfortable taking risks, voicing opinions, and making mistakes without fear of punishment. Leaders who create a safe space for innovation and learning enable their teams to grow in confidence and capability.
Ultimate Test of Leadership
The ultimate test of leadership is whether a team can operate efficiently without its leader. This requires building a culture of trust, open communication, and shared responsibility. Collins (2001) describes Level 5 Leadership as a balance of personal humility and professional will—leaders prioritising the team’s success over personal recognition. By instilling strong values and systems, leaders ensure their teams can sustain high performance independently. Empowered leadership creates an environment where individuals take initiative, embrace responsibility, and continuously grow. Leaders build teams that function effectively without their constant presence by leading by example, fostering ownership, encouraging leadership development, and ensuring psychological safety. The mark of a great leader is not how much they are needed, but how well their team can succeed without them.
If you think you can benefit from professional support on this issue, you can reach out here.
Abigail Church is a Humanistic Integrative Counsellor who works with adults and children through counselling with Willingness. She can be contacted at abigail@willingness.com.mt or by calling 79291817.
References
- Collins, J. (2001). Good to great: Why some companies leap… and others don’t. Harper Business.
- Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behaviour. Psychological Inquiry, 11(4), 227-268.
- Edmondson, A. C. (1999). Psychological safety and learning behaviour in work teams. Administrative Science Quarterly, 44(2), 350-383.
- Heifetz, R., & Linsky, M. (2002). Leadership on the line: Staying alive through the dangers of leading. Harvard Business Press.
- Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organisations. Wiley.
