1. Make It Safe to Act
Getting people to take initiative isn’t about pushing them—it’s about creating the right environment. Research shows that when people feel safe, valued, and trusted, they’re more likely to step up. (Time)
As a female leadership speaker,
People won’t take risks if they’re afraid of mistakes. Create a culture where trying new things isn’t punished. When someone takes initiative—even if it doesn’t work out—acknowledge the effort. Research shows that employees who feel psychologically safe are more likely to innovate and take charge. (Harvard Business Review)
I’ve seen firsthand how leaders struggle to inspire initiative. The key is not to force it but to create conditions that naturally encourage people to take charge.
2. Give Real Ownership
If someone feels like a cog in the machine, they won’t bother to take charge. Give them control over a project or decision. Ownership makes people care. When they know it’s theirs to shape, they’ll put in the work. Studies show that employees with a sense of ownership are more engaged and proactive. (Forbes)
As a female leadership speaker, I emphasize the importance of giving people control. It’s not about micromanaging—it’s about trusting people to own their work. When they feel that trust, they’re more likely to step up.
3. Show the Why
People need a reason to take initiative. Don’t just hand out tasks—explain why they matter. When someone sees how their work fits into the bigger picture, they’re more likely to take charge. Research shows that employees who understand the purpose behind their tasks are more motivated to perform. (Psychology Today)
4. Lead by Example
If you want people to take initiative, do it yourself. Step up when things get tough. Offer solutions before problems get bigger. People follow what they see. Leaders who model proactive behavior inspire their teams to do the same. (Leadership Quarterly)
As a female leadership speaker,
I’ve seen the power of leading by example. If you want your team to take initiative, you need to show them how it’s done. Your actions set the standard.
5. Recognize Initiative
When someone steps up, notice it. Acknowledge their effort in meetings or through a quick message. Recognition reinforces the behavior and shows that taking initiative gets noticed. Studies show that recognition boosts motivation and encourages repeat behavior. (Gallup)
Taking initiative isn’t something you force—it’s something you inspire. Make it safe, give control, share the why, lead by example, and recognize the effort. That’s how you get people to take charge.
But here’s the part leaders often overlook: consistency matters. You can’t encourage initiative one week and clamp down the next. If your team sees mixed signals—where risk is praised in theory but punished in practice—they’ll play it safe. And safe rarely leads to innovation.
You also have to stop rescuing people. If someone hesitates, don’t jump in and solve the problem for them. Step back. Let them struggle a little. Growth doesn’t happen in comfort—it happens when people step up and figure things out. Initiative grows in space, not control.
As a female leadership speaker,
I’ve worked with teams across industries—from healthcare to insurance to frontline services. The pattern is clear: when leaders stop managing every move and start creating conditions for ownership, people rise. Not everyone will take initiative right away, but the ones who do will shift your entire culture.
Give people the room, the trust, and the purpose—and you’ll stop pulling your team forward. They’ll start moving on their own.
To learn more about fostering proactive leadership and engagement, visit my website: I Do Inspire
