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At first glance, having someone work for you and having someone work with you might seem like the same thing. After all, the job gets done either way, right? But when you dig deeper, this difference can transform your team’s productivity, spark creativity, and fuel long-term success. It’s not just semantics—it’s a shift that can redefine your entire approach to leadership.
When someone works for you, they often miss the bigger picture behind their assignments because they’re only responsible for part of the project. They’ll complete tasks but might not understand their impact, so they might not suggest improvements or ideas for efficiency.
They may frequently need to ask for clarification, leaving you answering questions, explaining details, and checking progress. This can stifle innovation, as they don’t feel empowered to think beyond their assigned duties; the responsibility for strategic thinking and refining processes continues to fall squarely on your shoulders.
Another distinction? Level of investment. Someone working for you tends to focus on ticking boxes and checking items off their to-do list, driven by the goal of finishing tasks rather than contributing to a shared purpose. Collaboration and innovation take a backseat because their sense of accomplishment is tied to individual assignments—not the larger vision.
When someone works with you, dynamics shift. Now, you share the same goals, objectives, and vision and can discuss the overall strategy and where you’re heading together. This opens the door for employees to contribute ideas, offer feedback, and feel involved in shaping the outcome. You’re no longer the sole decision-maker; you’re working alongside people invested in your company's success.
This collaboration fuels energy, excitement, and passion. Because of this, your team brings fresh perspectives, challenges your thinking, and refines ideas. Their contributions go beyond completing tasks—they help elevate the entire project, making it greater than the sum of its parts.
To build a motivated and passionate team, rethink how you position your working relationships. Look around at the people you admire in leadership roles. The most successful, impactful leaders aren’t micromanagers who direct every action—they are empathetic mentors who empower their teams to take ownership of their work.
These leaders understand that when people feel like they’re a part of something bigger, they naturally bring their best ideas and efforts to the table. They fulfill a role and contribute to a vision.
And that’s a powerful motivator.
Building a culture where people feel engaged with their work and feel like their contributions matter fosters deeper engagement, innovation, and success for your team and your organization.
If you find yourself frustrated by how much time you spend managing others or struggle to get your team to go beyond the basics, ask yourself: Are they working for me or with me? Shifting the mindset from “working for” to “working with” might be the change you need to unlock their potential—and yours.
Content provided by Q4intelligence
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