What Kind of Involvement Do You Need?

If you have decided it makes sense to involve others, you now need to determine the kind of involvement that will be best for your particular situation.

Whether you're acting as a manager at work or welcoming a new puppy into your home, it's important not to be tempted to skip this question. Early on you may feel pulled toward immediate action. Maybe you've got a big assignment that's due soon. Pausing to get clear before you start working may seem like a waste of valuable time. Or maybe you're thinking that this question is overkill for you: "What we're doing is simple. Heck, we could be done in the time it'll take to determine the kind of involvement I need."

These are common feelings. But if you're serious about being an effective involver, it's important to rethink these assumptions. Rather than plunging headfirst into your work, take a "Go slow to go fast" approach. When you invest the time to get clear about the kind of involvement you need, you make it easier for people to join you. You'll be able to easily explain the type of help you need and why you need them to pitch in. People are drawn to clarity. Answer this question well and people will want to work with you.

It may be easiest for you to do this up-front thinking alone, or you may want to ask for help from a few others. Either way, your most important objective is to be able to explain clearly and succinctly the kind of involvement you need and why you've decided on this type.

Consider who, if anyone, can help you get clear. If you want to assemble a core group and haven't yet, do so now. There's no rule about how many people is the right number. Invite enough people to ensure that your initial thinking is solid, but not so many that you get bogged down before you even get started. Don't choose folks with whom you tend to always agree. Reach out to a critical friend. If you pay attention to the big picture, recruit someone who focuses on details. If you're the logical type, find someone who picks up on other people's emotions.