Kate took the initiative to create an operational manual when she realised her workplace lacked detailed instructions and processes. Two days within starting in her new department, she began writing the manual to assist others to do their jobs. Kate did not wait for others to ask her. Rather, she was proactive in creating the document. She did not complain about the additional work, but instead saw the opportunity to work at a higher level than her job description.
More importantly, she believed in her abilities to put the manual together, the bigger picture that is the need for others to refer to it, and for the organisation to have a reference document.
Researchers Michael Frese and Doris Fay define initiative as “work behaviour characterised by its self-starting nature, its proactive approach, and by being persistent in overcoming difficulties that arise in pursuit of a goal.”
Initiative can be seen through thoughtful higher-level actions that are goal focused. The aspects of initiative that Kate demonstrated include:
- A mindset of solving problems before they can arise. The approach is proactive rather than reactive, with a solution focus.
- You take positive action and do more than expected to attain constant quality improvement, often beyond your job description to achieve an outcome.
- Actions that enable a creative lateral approach to solve a problem, thinking outside the square. You ‘own’ the outcome by your commitment and actions.
- Engagement and support for the organisation, and thoughtfulness for the needs of staff members.
- Trust in your attributes to attain success. These include: professional credibility, ability to communicate the reasons for the initiative, and the skills to carry it through.
- Leadership where you are proactive with the ability to see and implement what others lack.
With the positive features of showing initiative, we need to be aware that there is an element of risk-taking as you take action to solve a problem. Organisations may not want to recognise when a problem exists. Sometimes, there is an attitude of ‘leave well enough alone.’ Individuals can be penalised when they stand out, and it may not suit some.
To instigate such initiative, one needs to often undertake additional work beyond his or her role responsibilities. Yet, you are also expected to complete your job to a high level. You may inadvertently give the message that you do not have enough work to do. Make sure that you collaborate with your boss and that they are aware of your work situation, and the additional effort that you are directing to the initiative.
How to develop initiative
Initiative is a skill that can be developed. Here are some tips to assist you.
- Believe in yourself and your ability to think outside the box. This will come through in your communication, the conviction of your idea and positive body language.
- Stay alert for opportunities and ways to show your initiative. Ensure that the initiative is within your area of responsibility and your skill set.
- Speak with staff and colleagues to see how the current status quo affects them. Share your thoughts to develop your idea.
- When you propose an initiative, think ahead to consider the relevant facts and obstacles. Look for ways to make it workable, and have a contingency plan in place.
- Persist when you encounter setbacks and difficulties. It may mean implementing your idea or solution in a new capacity.
- Look at the positive and trust yourself to create a solution. In time, it will become natural behaviour.
Benefits of using initiative
- You are the instigator of the initiative with leadership skills to bring innovative actions to attain a higher outcome.
- You gain skills and learn more about the organisation, and opportunities that may exist. This step will stand you in good stead for your career.
- You demonstrate positive qualities such as self-confidence, a solution focus approach.
- You can support staff with improved documentation, processes, services or products.
- You play a part in building organisational engagement, professionalism and leadership to gain the trust of the organisation.
Acting with initiative is the foundation of your professionalism, and is a professional choice. It separates the successful from others, “to do what needs to be done before anyone else recognises it needs to be done”.
“There are three kinds of people: Those who make things happen, those who watch things happen, and those who ask, ‘What happened?'” Casey Stengel
What kind of person are you?