Unleashing Potential: Empowering Your Team Beyond the Boardroom

In many organisations, most decisions are made in the boardroom or executive team. But are you really getting the best out of your team and organisation, or missing untapped opportunities?

Many leaders feel that solving their organisation’s biggest challenges is their sole responsibility. But when they don't tap into the collective intelligence of their broader team, they limit their potential—like driving a car stuck in second gear. You’ll move forward, but far from efficiently.

Start with clear, shared purpose that everyone understands, supported by shared values that reflect what truly matters to your organisation. Next, ensure your team knows where you're headed and how their work ties into the bigger picture. While strategy defines the path to your vision, it's crucial that every individual thinks, 'How can I contribute to moving us towards that vision, based on my understanding of our strategic choices?'

Trust is the foundation of collaboration and alignment. Without it, team members are unlikely to take risks or share ideas—especially those lower in the organisation. Leaders need to be transparent, authentic, and unafraid to admit when they don’t have all the answers. When a director asks for help, they open the door for others to contribute. But if they appear infallible, no one will offer support.

Psychological safety is essential for encouraging team contributions. But how can you know if it exists within your team? Ask yourself: Are you hearing input from everyone? Does your team challenge you? Do members offer different perspectives? If the answer is no, then this is an area you need to work on.

According to Amy Edmondson’s research, there are 7 key questions to gauge psychological safety. If your team isn’t comfortable answering directly, consider having an external advisor conduct an anonymous survey.

• If you make a mistake, is it held against you?
• Are you able to bring up problems and tough issues?
• Do people on the team sometimes reject others for being different?
• Is it safe to take a risk?
• Is it difficult to ask other team members for help?
• Do people on the team deliberately act to undermine your efforts?
• Are your unique skills and talents valued and utilised?

As a team leader, one of your most critical tasks is asking, 'Why do we exist as a team? What unique value do we bring that no other team can offer? What does the organisation lose if we fail to do our job?' Answering these questions helps clarify each team’s role in contributing to the organisation’s purpose and vision.

Regular communication and recognition are vital for reinforcing your organisation’s values and encouraging engagement. When you start gathering insights and feedback from all levels of your team, you're truly unlocking your collective potential.