Getting staff to think, act for themselves and take responsibility the way you would

This month saw my son James turn 21 years of age. James was the reason I started Redwing Solutions, to be able to spend more time with him when he was a baby.

In my 21 years of business I think the hardest challenge I have faced is getting staff to think and act for themselves and take responsibility the way I would.

By no means do I think I have cracked it!

I am still learning, as is my team, but we have seen some huge strides and because I think this is one of those subjects I don’t see much written about I felt I would share my thoughts.

Eisenhower’s definition of leadership is “Leadership is the art of getting someone else to do something you want done because he wants to do it.”

That’s really good isn’t it. Do the work “willingly” and “well” is often how I see it.

One of the biggest frustrations for business owners and managers is when staff don’t take initiative or think critically about their work. You want a team that takes ownership, makes decisions with confidence, and acts in line with your values – but how do you get there?

The key isn’t just delegation, but empowerment. When employees feel trusted, supported, and clear about expectations, they develop the confidence to make decisions the way you would. Here’s how to achieve that:

1. Model the Behaviour You Want to See

Your team watches how you respond to challenges. If you demonstrate accountability, problem-solving, and a proactive attitude, they will follow suit. Encourage decision-making by asking, “What do you think we should do?” rather than providing all the answers.

2. Set Clear Expectations and Values

People can only take ownership if they understand what’s expected. Define what good decision-making looks like in your business and communicate your non-negotiables. A strong company culture helps guide behaviour in your absence.

3. Encourage a ‘Safe to Fail’ Mindset

Fear of getting it wrong leads to inaction. Instead of punishing mistakes, use them as learning opportunities. Ask, “What can we do differently next time?” to create a culture of continuous improvement.

4. Give Them Responsibility and Let Them Own It

If staff always check with you before making decisions, they’ll never develop the confidence to act independently. Assign ownership over tasks and let them run with it, stepping in only when necessary.

5. Recognise and Reinforce Initiative

When staff make good decisions, acknowledge it. Positive reinforcement builds confidence and ensures they continue to take ownership.

By leading with trust, clarity, and support, you’ll create a team that doesn’t just follow instructions but thinks, acts, and takes responsibility the way you would – freeing you to focus on growing the business rather than micromanaging.

If we can be of any assistance with any aspect of management or HR, please call us on 01527 909436.