Empower THIS!
Ever had anyone say something along the lines of “just empower them to get it done”? Have you ever walked away thinking that you had an easy job in front of you – I’ll just empower them to get it done. How long did it take you to realize you were wrong? That empowerment is an easy word to say but a hard one to put into action. That is because it requires a few things to be in place BEFORE you can even think to empower someone. I emphasize before because if you’ve tried without these things, chances are you failed and paid the price on some level.
1. The person has to want to be empowered.
2. This person needs to understand that they really are empowered to do the task.
3. The person needs to have an open door to seek out feedback & suggestions if they choose.
4. They need to understand and BELIEVE that seeking such information will not be held against them.
5. The ability to succeed needs to be in front of them. Full scope of project laid out, deadlines & check ins are set, key players identified and targeted. Now does this need to be with you? No. But it needs to be done in the first week.
Why so many points to be considered? Because their success is your success (Remember: this is about being a leader and not a manager). Empowerment can not just be thrust upon someone because very few will know what to do with it. In the end “empowering” someone before they are ready can cost you. In time wasted on the project but more importantly with the employee. They will feel betrayed, lost, frustrated and rejected. Worse they could believe you set them up for failure! And once they lose that kind of trust in you, it’s hard to earn back. That is why touching on all 5 of the above points are critical in that first project meeting. Pass them the torch with confidence and gage understanding and excitement.
Remember as the great Kenneth Blanchard says “Empowerment is all about letting go so that others can get going.” Your job as a Leader is to ensure they know the right direction to go and how to create their own map.
From Manager to Leader points (What would a leader do?):
~ Partner with your staff to understand where they feel they are. Some may be ready to tackle a project 100%. Others may want some hand holding which is also okay. After two project hand holds, let them fly solo with an open door. Independence is amazing but it also needs to be earned.
~ Check for interest. Is this something that excites them or just something they are doing because you said so? If it’s the latter, check on your team, maybe this would excite someone else who also needs an opportunity for growth.
~ Ensure that you are giving everyone on your team chances at projects. While all might not be strong, if you partner your team members this will build teamwork and trust as well as skills.
