Empowerment is based on the idea that giving teams the resources, authority, and opportunity, as well as holding them responsible and accountable for outcomes of their actions, contributes to their competence and satisfaction.

Empowerment requires . . .

Leadership to share information and delegate decision making, so their teams execute in a way that drives excellence in service and performance so that they take the initiative to anticipate and solve problems.

Empowerment takes . . .

Leaders who are flexibility on “how” things get done and can accept different outcomes that accomplish the same goal.

Empowerment exists when . . .

Leaders listen to understand, respect and value input, and trust their team’s experience, instincts, and capability.

Empowerment increases . . .

Leadership capacity for other activities and tasks that require their attention.

I recently had an experience that gave me an opportunity to empower my team and I almost missed it.

A client manipulated a process and the team unknowingly authorized it. For a variety of reasons I recommended we stay the course and address the issue at another time. The team did not agree  and recommended a different course of action with a solid rationale behind it. I recommended again that we stay the course. They asked me very directly if I would allow them to take personal ownership of this situation. I realized they were very capable of handling it, changed my position, and gave them the authority and responsibility to handle it. They were successful – and the outcome was better than anticipated.

What I learned –

• I had to be willing to change my mind and relinquish my position
• I had to trust the team and not second guess the decision
• I had to be ready to support them if they needed it

Think about your team and how you can empower them – it will ultimately empower you.

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