How to Lead a Team Towards Greater Autonomy | Boostalab

Do you dream of a more autonomous team? Of course, as a leader, you have an important role to play, but you can probably guess that it shouldn’t include micromanagement. Are you ready to challenge some of your management practices to increase individual and team performance? Many studies have shown a positive correlation between autonomy and both individual and team performance. It makes it definitely worth tweaking your management style to boost autonomy, doesn’t it?

But how do you know where to start? By asking those directly concerned! This short questionnaire will help you gather feedback from team members on how you can best implement the success factors required to foster commitment and autonomy within your team.

This process takes guts, both on your team’s part and on yours, as it requires a great deal of openness and trust. Remember that requesting feedback increases trust and cooperation within a team. That’s a good thing, since trust is a crucial success factor in developing autonomy. Furthermore, you signal to your team that you are a confident leader who strives to improve, so as to better contribute to their success.


  • You have at least a few months of experience working with your team.
  • You really want to receive feedback on your team management practices.
  • You’re willing to question some of your practices in order to foster team autonomy.


  • Start by performing a self-assessment, using the questionnaire on the next page. Note your personal observations regarding those 15 practices.
  • Get your team members’ input using the feedback sheet. Be forthright about the purpose of the process, and explain why this feedback matters to you.
  • To help ensure your individual success and the success of our team, I’d like your feedback on what I could be doing differently, and what I should continue doing to increase autonomy within our team.
  • Mention what you’ll do with the information, and how you will report back to the team following the results.
  • After I’ve taken in your feedback, we’ll set aside some time during a team meeting so that I can share how I understand it, and perhaps ask you to elaborate on some points. One thing is for sure: I want us to get on the same page about what I’m doing well, and what I can do differently.
  • The list of statements included in this tool isn’t exhaustive. Don’t hesitate to add the elements on which you want to receive feedback.


  • You can also gather this feedback during one-on-one meetings with your team members.


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