Around 2010, despite a successful corporate career, I seriously started to pursue free agency. While I truly enjoyed my career, I also desired what many desire: agency and a chance to make a meaningful impact doing the work I was wired to do. Even more, I wanted to be able to focus on my family as the high priority it was and is.

I found amazing mentors like John Maxwell and Dan Miller who willingly coached me in my quest into the vast, unknown territory of entrepreneurship.

My first day as a free agent was December 29, 2011. That was nearly 15 years ago.

Creating my own agency, both literally and figuratively, was a game changer. It has opened a new world of opportunity that I may not have had otherwise. It has allowed me to mentor others worldwide and to see lives changed, just as mine has been.

Here’s the thing leaders need to understand.

Deep down, everyone wants to be a free agent. This is especially true with the newest generation to hit the workforce. We all want the chance to make a difference doing the work we were created to do. And, yes, we desire the flexibility it takes to juggle the priorities of the modern world.

Whether you lead a team of employees or work with contractors, keep in mind that agency is a core desire. If they feel that sense of ownership and freedom, they will likely stay with you. If not, they may choose to leave.

How can you give your team the agency they desire so they won’t want to leave?

Recognize their Strengths

One of the greatest gifts you can give those you lead is the chance to know their strengths. Maxwell DISC Assessments have helped thousands of people identify their unique strengths and how to apply them.

Listen to their Ideas

If you came of age in the workplace of yesteryear, you understand what it was like to know something from your point of view – something that would be of great value to the organization. And you also know that, unless you held a certain position, no one would listen. Today’s workplace is different, as it should be. Listen across the board for greater perspective. Everyone on your team has something valuable to contribute, and all you need to do is listen.

Give them a Voice

Let your people know they don’t have to hold a position to have a voice. If they have an area of expertise, give them a platform to share their thoughts and ideas.

Provide Guidance

You can give orders, and people will do what you say for fear of reprisal or loss of employment. But is this really the kind of leader you want to be?

Legacy leaders are not order-givers. They are builders. They mentor and coach others to success.

Foster Ownership

You can tell your team what needs to be done, step-by-step. Or you can foster a sense of ownership.

Instead of identifying the problem and the solution, what if you allowed your team to do both? If you’re like most, you would be amazed at their perspective and resourcefulness.

No adult really likes to be told what to do; but most love being asked for their thoughts, opinions, and solutions.

Provide a Sense of Freedom

While there must be accountability in the workplace for reaching goals and creating profitability, there also needs to be some level of freedom. This may look like flexible hours or workdays, or a hybrid location solution. Employees are constantly juggling priorities. Creating a work environment that supports some of those priorities may be just what it takes to keep a prized employee.

Reward their Contributions

Great leaders don’t take all the credit for success; they share it with the team who helped them achieve it. Recognition and reward create a sense of loyalty.

For valuable resources on Leadership Strengths and Tools, click here.

Deb Ingino is a highly sought-after executive coach, mentor, consultant, and speaker worldwide. Deb is well versed in business operations and in the importance of asking key questions most business leaders won’t ask themselves. She brings deep experience in leadership development, strategy, high performance team building and effective communication. She has a passion for leading people to discover and maximize their strengths as well as those of fellow team members, while offering advanced strategies to achieve high performance. Deb is the perfect fit if you’re ready to take your leadership and impact to the next level!