The ability to cultivate a sense of independence among team members is paramount. The landscape within workplaces is changing rapidly, and empowering individuals and teams to be self-motivated and working independently is essential for long-term success. 

 

“Leadership is not about being in control.
It's about being the catalyst for positive change and growth."
Amy J.C. Cuddy

 

Being a supportive leader or team member entails assisting others to achieve a common goal. While this commendable trait fosters camaraderie and can strengthen a team, it might also carry potential pitfalls. This article delves into the ‘5 stages of dependency’ by Robert D. Lupton, and provides a comprehensive overview of leadership strategies that can be employed to promote independence among team members. By doing so, leaders can guide their teams towards greater self-reliance and autonomy.

 

5 stages of dependency

The journey from a once off good deed to dependency by others is a gradual process that involves varying degrees. 

Once = Appreciation
A single instance of support or assistance is met with gratitude, fostering a positive team dynamic.

Twice = Anticipation
Two cases of assistance produce an expectation of similar assistance in the future.

3 times = Expectation
With three occurrences of help, a consistent reliance on assistance takes shape, forming the basis of expectations.

4 times = Entitlement
When assistance is provided on four occasions, it fosters a sense of entitlement that assistance is both deserved and obligatory.

5 times = Dependency
At this stage, when support is offered five or more times, self-reliance diminishes, and team members become dependent on external support for even routine tasks.

 

Brain in chains, listing of 5 stages of dependency (Appreciation, Anticipation, Expectation, Entitlement, Dependency)

 

 

Strategies to promote independence

It is essential to address the root causes, and steer team members away from the pitfalls of dependency and towards a path of self-sufficiency. Leaders hold the key to empower (and manage) individuals and teams to become more self-sufficient and capable of working autonomously.

Following are several effective leadership strategies that can be employed for those individuals who predominantly respond to positive reinforcement (or also referred to as ‘driven towards pleasure’).

Delegate responsibilities
Leaders should delegate responsibilities to team members, giving them the opportunity to take on new challenges and develop their skills. This can include assigning tasks, projects, or even leadership roles.

Provide support and resources
While delegation is essential, leaders should also provide the support and resources necessary for team members to be successful. This can include training, tools, and guidance.

Offer mentoring and coaching
Pairing individuals with mentors or coaches provides tailored guidance, aiding personal and professional development. This can include assistance with new job requirements and higher duties, personal development or even business planning.

Foster a culture of trust
Building trust among team members encourages open communication and collaboration. When team members trust one another, they are more likely to take risks, share ideas, and take ownership of their work.

Recognise and reward success
When team members are successful in their work, leaders must recognise and reward their efforts. This can include public recognition, promotions, flexibility, bonuses etc. By acknowledging and rewarding high performance and success, leaders can reinforce a culture of independence and ownership.

 

Overall, promoting independence among team members requires a combination of clear communication, delegation, support, trust, and recognition. By implementing these strategies, leaders can empower their teams to take ownership of their work and become more independent.

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Some team members might not be ready to operate independently, driven primarily by a desire to avoid discomfort (or also referred to as ‘moving away from pain). For such cases, leaders can employ the following strategies:

Communicate expectations clearly
To demonstrate consistency, it is important to start by communicating expectations clearly. Be very specific about what is expected of individuals and teams in terms of performance, behaviour, and other important factors such as job responsibilities, deadlines, quality of work, and other factors that are critical to success. 

Set measurable goals
To ensure that expectations are clear and measurable, set specific, achievable goals for each employee. These goals must be aligned with overall organisational objectives and must be designed to help employees grow and develop. 

Provide ongoing and constructive feedback
Regular feedback is critical to maintaining consistency in expectations and follow-through.

  • Offer praise and recognition when employees meet or exceed expectations.
  • Offer constructive feedback when they fall short. Coach them by asking questions and let them identify the areas where they need to improve. Work with them to develop a plan for improvement, but don’t do it for them. Instead, let them take responsibility and accountability for their actions and inactions.


Follow through with consequences 
When employees fail to meet expectations, it's important to follow through with consequences. It might even be necessary to implement a fair, consistent, and proportionate discipline policy. This could include verbal or written warnings, performance improvement plans, or even termination in extreme cases. By following through consistently, employees will understand that expectations are not optional and that they must be met to succeed long-term.

Hold yourself accountable
To maintain consistency, we as leaders must also hold ourselves accountable for following through on what was clearly communicated and agreed upon. Because mixed messages will create mixed results and confusion as well as room for employees to slack off and find excuses to justify why they haven’t achieved their goals.

 

Hopefully, these strategies will help to reinforce positive actions, behaviours and attitudes in individuals and teams to over time transition them from avoiding discomfort and moving away from pain (dependent mindset) to respond to positive reinforcement and being self-motivated (independent mindset).

Please remember that small and consistent changes create big changes over time. Success comes down to 3 things:

  • What we FOCUS on
  • What we DECIDE to do …and…
  • What we do CONSISTENTLY

 

 

Embracing healthy standards and boundaries

It is important to know that “We get what we accept; not what we expect”. What we accept from ourselves, in our work, from our team, etc. is what we get. It’s all about the standards and boundaries that we set for ourselves and others. Therefore, it is imperative to establish healthy standards and boundaries and never apologise for having them! 

Adhering to healthy standards will expose individuals with an agenda and frustrate those who can’t manipulate us because of these standards. ‘Manipulators’ (consciously or unconsciously) may even try to project onto us by saying that we lack trust, etc. However, leaders mustn't waver, even when faced with manipulation attempts. Trust is earned, and standards should never be compromised. Because maintaining standards means that we are aware of our values which are invaluable and should always guide our decisions.

Leaders who have standards and champion independence empower others to achieve greatness. We must stop doing things for others that they can do for themselves. Instead, we can offer guidance and steer them towards building their self-reliance, self-sufficiency and fulfilling their own potential. 

 

Leadership. Success. Unpacked.

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