2) In explaining what makes her decision hard, Parks said,” I hire a good people, creative people, to run these project and I worry that they will see my oversight and authority as interfering with their creative process. ” how can she deal with these concerns without giving up so much control?
In fact, we don't actually need to be in control all of the time. What we really seek is a sense of control. When our managers are controlling us, we can still be happy because we trust them to provide the control we seek in our lives. In fact many people actively seek parent-figures in all walks of their life who will provide this control. When seek the advice of experts and obey those in authority, we are depending on them for our sense of control.
The sense of control is closely related in opposite ways to power and trust. You can get a sense of control by taking control and acting, which is effectively using power. You can also get a sense of control by ceding it to others, which requires trust.
Trust and control support one another. Not only does trust cede control, but the need for a sense of control drives us to seek trust, otherwise we implement trust substitutes, such as monitoring or barriers.
Samantha Parks can consider these three tips to give employees independence without giving up control:
1. Specify the goal, not the means.
To encourage creativity, give clear guidelines for a project's quality, deadline, and purpose, but leave the rest up to your employees. Your team may not execute the project exactly as you would have, but their strategy may be just as good or better.
2. Set up checks and balances. As a business owner, you need to be passionate about your ideas, but that enthusiasm can become a liability when there's no room for second opinions.
3. Know yourself. As you allow others more freedom and responsibility, understanding yourself can help ease the transition.
It's important to understand your own feelings and have a sense of...