The best employees are the ones that feel empowered. They take ownership of their work and make decisions without being told what to do. The worst employees are the ones who feel like they can’t speak up or make a decision without asking permission from their boss, even if they have been working for them for years. It is important to empower your workforce so you can create an environment where everyone feels valued and respected, which will, in turn, increase productivity and promote higher morale among your team members. A directive leadership approach is a great method to implement, Here’s how:

1. Stop micromanaging – if your employees are doing everything right, don’t tell them how to do their jobs. It’s important that they feel like you believe in them and trust their abilities to make the best decisions for themselves. Let them take ownership of what needs to be done without nitpicking every little detail or questioning it constantly.

2. Be clear about your expectations and offer frequent feedback – being directive is a great way to empower people on your team; however, be sure that you have communicated clearly with each employee before giving any directives so that there is no confusion as to who is responsible for what tasks (or anything else). If an employee doesn’t seem like they understand something or does not know where the next steps should go after completing a task, it’s important to offer feedback in a timely manner so that they know how to improve on their next steps and get back up after making mistakes.

3. Praise accomplishments, not just effort or good intentions – don’t assume your employees are doing well because you haven’t had any complaints about them lately; be sure that you praise their work often so they always feel valued for what they do. It is also important to reward the time and energy people invest into projects when there is an accomplishment worth celebrating. You can use things like rewards (like offering lunch with the boss), bonuses, benefits packages (e.g., health insurance), or even public recognition (e.g., giving speeches at company meetings).

4. Offer feedback in a timely manner so that people can learn from their mistakes and improve on the next task they tackle – providing feedback as soon as possible is key to helping employees, especially newer ones. If you wait too long before giving feedback, it may be difficult for them to tie what happened with how they could have done better or differently.

5. Give credit where it’s due for successes – give praise, offer rewards, or do both! It’s important not only to acknowledge your employees’ success but also reward time spent working hard when there are achievements worth celebrating. You can use things like rewards (like offering lunch with the boss), bonuses, benefits packages (e.g., health insurance), or even public recognition (e.g., giving speeches at company meetings).

6. Empower employees to make decisions and take ownership of their work – you can’t micromanage if everyone is empowered. Encourage your team members to take responsibility for themselves, but also offer guidance when needed so that they don’t feel like there’s no need for them to speak up or ask a question. Listen attentively when an employee makes suggestions about how the company should operate and then be sure to act on what seems best in order not to undermine any other directive leadership practices 

Summary: Leadership is a tough job, but it’s made much easier when you know the right way to do it. If your leadership style has been more passive than directive in the past, this blog post may be just what you need. We break down how to lead with an active and directive approach so that your employees will feel empowered and engaged by their work while also feeling secure knowing who they can turn to for guidance. Ultimately, these tips are about creating a culture of trust where people want to come to work every day because they know that their voice matters and will make a difference. Have any of these principles helped transform your company? Let us know!  How have you seen greater success through directives at all levels within your organization?