Building trust without losing accountability

Attention to detail is a critical leadership skill, but there’s a fine line between ensuring that your teams are performing well and falling into the trap of micromanaging. 

And that tendency amongst leaders, especially when the stakes are high, is completely natural - your team’s performance is often closely, if not directly, tied to your own success. However, taking too much control over the finer details of your team’s performance can stifle creativity, hinder their growth, and kill morale.

Why letting go matters

A study by the Harvard Business Review revealed that teams given autonomy were 50% more likely to exceed on their performance targets. That isn’t all that surprising - when employees are trusted to take ownership of their tasks, they naturally feel more empowered to bring fresh ideas and innovative solutions to the table.

Companies like Spotify, GitHub, and Google have all been widely publicised for their approaches to encouraging employees to self-select and take as much ownership as possible over the projects on which they work. When you step back, you give your team the room to grow, develop their own problem-solving abilities, and build confidence in their skills. The ability to delegate effectively is the hallmark of great leadership.

Moreover, delegating and letting go allows you to focus on the bigger picture - strategic thinking, vision setting, and long-term planning - rather than getting bogged down in the day-to-day operations.But letting go is not about abandoning oversight, it’s about trusting your team and being there to steer them when necessary.

Too much of a good thing

The balance between total autonomy and guided oversight is crucial though, and striking it is what separates good leaders from great ones.The same Harvard Business Review study found that those teams with complete, unguided autonomy quickly became disconnected from their broader goals and objectives.

In addition, the lack of oversight amongst completely autonomous teams produced an overconfidence that negatively impacted performance; generating miscommunication, inefficiency, and in some cases even burnout.

Finding the sweet spot is critical. Leaders need to provide enough structure to ensure that teams are aligned with their key objectives and goals, but without stifling their ability to function independently.

Building trust and encouraging accountability

When autonomy is balanced with clear expectations, regular feedback, and support, teams are most likely to thrive while still maintaining accountability.

1. Delegate responsibility, not just tasks

   Delegate responsibility for the outcomes, not just the individual tasks. Not only will it free you up to focus on the bigger picture, employees are more likely to take ownership, make proactive decisions, and stay accountable for the final product.

   
   

2. Set clear, measurable goals

   Ensure that everyone knows what success looks like. Set clear, measurable goals and define the objectives in as much detail as possible. Doing so will give your teams direction and, most importantly, purpose.

   
   

3. Provide constructive, regular feedback

   Create a feedback loop where employees feel supported in their efforts and have the opportunity to grow and improve in real time, rather than only during formal reviews.

   
   

4. Empower decision-making

   Trust your team to make decisions and learn from their mistakes. Empower them to solve problems on their own and encourage creative problem solving.

   
   

5. Foster open communication

   Keep lines of communication open and ensure that team members feel comfortable coming to you with challenges or questions. This creates a sense of trust while also allowing for course correction when needed, ensuring accountability doesn’t slip through the cracks.

Developing a high-performing, independent team

Building a high-performing, independent team requires patience and a willingness to let go of the reins while still offering support where necessary.

Effective leadership is not about controlling every detail—it’s about guiding your team with trust and empowering them to succeed on their own. By setting clear expectations, encouraging decision-making, and offering support when needed, you create an environment where your team can thrive without constant oversight.

Letting go is not about relinquishing control, it’s about enabling growth and developing trust. And ultimately, it’s one of the most powerful tools in any leader’s arsenal.

At Acumen we’re dedicated to equipping leaders with the practical tools to tackle real-life challenges. Our comprehensive range of training and development programs, including customised interventions and off-the-shelf courses, help organisations foster a culture of respect and empower their employees.

To learn more about our programs and how they can benefit your organisation, please contact Simon at simon@askacumen.com.