Try sharing the responsibility of leadership with your team and improve organizational Grit.
The IKEA effect is a fascinating psychological phenomenon where people assign greater value to objects they have helped create.
This principle isn't just limited to furniture; it can extend to work projects and responsibilities, effectively boosting engagement and perceived value in a job role. By assigning team members leadership tasks within your role, you not only encourage personal growth but also improve their investment in the team's success.
Here's how to set up a month-long Framework that leverages the IKEA effect.
Identify Scope: Two weeks before the playbook starts, identify which aspects of your leadership role can be temporarily delegated. These should be tasks that are important but can be learned quickly.
Select Team Members: Pick two individuals who you think would benefit the most from this responsibility, either due to their skill set, growth objectives, or team role.
Preparation Time: Once you've picked the team members, give them two weeks to prepare. Provide them with all the necessary materials, templates, or strategies they might need.
Monitor and Support: During the two weeks they are running the playbook, observe how they handle the responsibility. Offer coaching and constructive feedback to help them improve.
Debrief: After the playbook runs its course, have a debrief meeting. Discuss what worked, what didn't, and what could be improved for future iterations.
Measure Outcomes: Finally, consider how the temporary role change affected the team dynamics, performance metrics, or other KPIs.
Start by identifying tasks within your role that could be delegated.
Choose the team members who will take on these roles and prepare them for the responsibility.
Implement the playbook, making adjustments based on real-time observations and feedback.