5 Winning Ways and Results from Growing Expert Autonomous Professionals

As the workforce changes and technology advances, a new demand for People Leaders will be crafting strategies to develop highly autonomous professionals. You might think of scientists, engineers, and technologists when you hear the term autonomous professionals. However, the need for these types of workers is not limited to these fields. The demand for autonomous professionals will only increase as our world becomes increasingly complex and interconnected.

Autonomy is the quality or state of being self-governing. In some political philosophies, autonomy is the ability of a group or individual to make their own decisions. In medicine, physical autonomy is the ability to make one's own health decisions. In management, autonomy is regarded as the freedom of employees to exercise their authority for the organization's benefit.

When most people think of an autonomous professional, they likely imagine someone who is highly technically trained and capable of working independently. This definition certainly captures the essence of being an autonomous professional, but there is more to it. Autonomous professionals are also characterized by their deep understanding of their field and commitment to lifelong learning. They possess the ability to think critically and solve problems creatively. In short, autonomous professionals are experts in their field who can work independently and make decisions that impact the lives of others.

Autonomous professionals are often self-motivated and can work independently. Autonomous professionals control their work and are accountable for their results. This type of colleague is usually highly skilled and knowledgeable in their field and can take on tasks and projects without supervision. This means they can work independently and make decisions without needing approval from others. Autonomous professionals are usually respected by their peers and superiors for their skills and abilities and are often given great responsibility. Autonomous individuals are a critical organizational asset and can help increase productivity and efficiency. Being an autonomous technical professional requires both knowledge and skills. It also requires the ability to apply that knowledge in a practical way.

Some benefits of developing autonomous technical professionals include increased efficiency and productivity, improved decision-making, and reduced reliance on others. In this blog post, I describe five key actions and outcomes that result from developing autonomous professionals.

Key 1: Develop Emotional Intelligence to Build Relationships

Autonomous professionals must develop their emotional intelligence to thrive inside an organization. A key to mastering emotional intelligence is to be able to manage your own emotions. As individuals who often work independently, it's important to remember how to read others, including colleagues, teammates, and other organizational leaders. Once a person is aware of their own emotions, it becomes easier to read and respond to the emotions of others. In order to manage your emotions, it is essential to have a good understanding of what triggers them. Once you know your triggers, autonomous professionals can begin to work on managing them in a healthy way. It is also important to be able to understand and empathize with the emotions of others. This can be difficult if you do not have a good understanding of your own emotions. However, once you can understand and empathize with the emotions of others, it becomes much easier to build trusting and lasting relationships.

Key 2: Fostering Feedback to Promote Sharing

When it comes to feedback, the key is to focus on creating a culture of feedback within your organization. This means feedback should be seen as a valuable tool for everyone involved, from highly autonomous professionals to those for whom teamwork is essential. One of the most critical aspects of creating a feedback culture is ensuring that everyone feels comfortable giving and receiving feedback. This can be achieved by promoting transparency and open communication within your organization. Leaders play a vital role in setting the tone for feedback within an organization, and they can tailor their message to most audiences. They should be clear about their expectations for giving and receiving feedback and model the behavior they expect from others. By fostering a feedback culture, you can create an environment where everyone feels comfortable sharing their thoughts and opinions. This can improve communication and collaboration and help your organization reach its goals.

Key 3: Creating Ownership to Advance Belonging

There is no question that having a sense of ownership over one's work is important for any professional. After all our hard work and dedication that help to make us successful. However, creating a sense of ownership can be challenging when working autonomously. And sharing our work (particularly for the highly introverted autonomous professional) doesn't have to be an intimidating experience. When we're working by ourselves, it can be easy to get wrapped up in our thoughts and ideas. We may not feel the need to share our work with others or invite collaboration. However, to be truly successful, we must learn to open up and share our work with others. By doing so, we can get valuable feedback that can help us to improve our work.

Sharing our work with others can help to develop a sense of team spirit and camaraderie. There are times when we may not want to share our work with others, especially if it's in progress or we're concerned about what others might think. But by sharing our work, we can avoid making mistakes that could later prove costly.

Key 4: Promoting Psychological Safety to Grow Teamwork

Psychological safety is critical to the success of any team, but it can be especially important for individuals and groups of scientists and engineers. Individuals and teams that feel safe taking risks, experimenting, and making mistakes are more likely to be innovative and successful. Creating a culture of psychological safety can be challenging, but it starts with the leader setting the tone. Leaders must model vulnerability, give honest feedback, and encourage open dialogue. They also need to create opportunities for team members to get to know each other and build trust. When leaders foster a culture of psychological safety, they create an environment where everyone can do their best work. And that benefits the team and the organization.

Key 5: Develop Expectations to Align to Purpose and Mission

Setting mutual expectations is important in any working relationship to ensure a productive and positive environment. Autonomous workers are those who have a great deal of control over their work lives. They are often self-employed or work remotely. As such, they may understand workplace norms and expectations that differ from those working onsite. When expectations are unclear, it can lead to frustration on both sides and a loss of productivity. Be reasonable with your expectations. If you set the bar too high, it will only lead to disappointment. Don t let your expectations lead to frustration and unhappiness. When you set realistic expectations, it can allow for a more positive working relationship. In addition, it's helpful to take time to learn about the needs of each employee.

The most important factor is finding the approach that best suits the individual and the organization. When it comes to developing autonomous professionals, there is no one-size-fits-all approach. It really depends on the individual and the organization. What works in one company may not work in another, and what works with one employee may not work in another. It's essential to be flexible and adaptable yet consistent and persistent. The best way to do this is to start small and focus on a few key outcomes. I hope this article has provided valuable tips for growing autonomous professionals. What would you add?