The high agency advantage
As we grow, we’ve been learning what it takes to scale a team while maintaining our culture. Building an aligned high-functioning team isn’t just about skills and competencies—it’s about the psychology and mindset of the individuals you bring on board.
The Power of High Agency
High agency is the secret sauce that separates good teams from great ones. But what exactly is it? High agency individuals are those who take initiative, solve problems without being asked, and drive projects forward autonomously. They’re the people who see obstacles as challenges to overcome, not roadblocks to progress.
As Naval Ravikant aptly put it, “Clear eyes, full hearts, can’t lose.” High agency people embody this spirit. They have a clear vision of what needs to be done and the drive to make it happen.
Why does high agency matter so much in scaling a team? It’s simple: high agency individuals are multipliers. They don’t just do their job; they elevate the performance of everyone around them.
Identifying High Agency People
So, how do you spot these game-changers? Here are some key characteristics to look for:
Problem Solvers, Not Problem Reporters: High agency individuals don’t just identify issues; they come up with solutions.
Autonomous Operators: They can work independently, making decisions and moving projects forward without constant supervision.
Proactive Communicators: They keep relevant stakeholders informed without needing to be prompted.
Continuous Learners: They’re always looking to expand their skills and knowledge.
Resilient in the Face of Setbacks: They view failures as learning opportunities, not deterrents.
In interviews or team interactions, listen for stories of times they’ve taken initiative, solved complex problems, or learnt new skills on their own. High agency people often have a track record of side projects or self-directed learning that showcases their drive.
To discern genuine high agency, employ a detective-like approach: start with broad questions and delve into specifics, probing deeper with each question. This method reveals who truly understands their experiences and who might be fabricating details, as authentic candidates can provide consistent and detailed accounts of their work.
Nurturing High Agency in Your Team
So, how do you spot these game-changers? Here are some key characteristics to look for:
Provide Autonomy: Give your team members the freedom to make decisions and own their projects.
Encourage Risk-Taking: Create a culture where calculated risks are encouraged, and failure is seen as a stepping stone to success.
Recognise Initiative: Celebrate team members who go above and beyond, reinforcing the value of high agency behaviour.
Offer Growth Opportunities: Provide challenges that stretch your team’s abilities and allow them to develop new skills.
Leadership plays a crucial role in fostering high agency. As leaders, we must model the behaviour we want to see, taking ownership of our responsibilities and continuously pushing ourselves to grow.
“People’s IQ seems to double as soon as you give them responsibility and indicate that you trust them.”
Conclusion
Investing in high agency talent pays dividends in team efficiency and overall growth. High agency individuals require less management overhead, allowing leaders to focus on strategic initiatives rather than day-to-day operations.
As you build and develop your own teams, we challenge you to look beyond just skills and experience. Seek out those high agency individuals who will drive your projects forward, inspire their colleagues, and help your organisation reach new heights.
Remember, in the world of high-performance teams, it’s not just about what people can do—it’s about what they will do when given the opportunity to shine.
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Founder & Creative Director
sage@roguedivisions.com
+44 (0)7518 155 529