Demonstrate Empowerment
The concept of empowerment is positive, motivation and perhaps even inspirational. However, when does it become real? When does someone know that they are empowered to take action?
If you are new to a situation, group, or organization, being told that you have the ability to do something and to own it can possibly be enough. This is especially true if S.M.A.R.T. goals have been set for you. It is naturally part of the setting of expectations. When you have a strong indication for what is expected but allow for creativity in the achievement, you are certainly empowering those to possibly F.A.I.L (First Attempt In Learning) and succeed with pride and fulfillment. Working on meaningful projects is something many desire, as I talked about in the blog about Why Your Employees Are Leaving.
What about existing individuals in an organization? Is telling them that they are empowered enough? The answer generally is no. Sure, you will have a few individuals that will take up the mantle and go with it. These individuals also tend to be the creative innovators on the team that naturally are seen as leaders, despite what their title may or may not be.
For the vast majority of others, the phrase 'Actions speak louder than words' is more at the heart of the issue. They may have never been encouraged to take control and lead things forward. It is even more probable that in today's business world, they have heard the words but seen actions in direct opposition.
To overcome this fear, you, your management team, and the organization must remove fear. The only way to overcome fear is through consistent action that demonstrates your commitment to the individual you are empowering.
The first place to start, ask questions. 'What would you do to move this forward?' or 'Whom do you think we need to add to the team to make this work?' or 'If you only had one thing to work on that you know you can get done, what would that be?' Because of the confidence it can instill, the last one might be the most powerful but is also the hardest for an organization. It means that all of the other aspects of that person's day to day fall away. It can also mean that the company must declare where it is heading in a definitive and widely broadcasted manner.
Make no mistake, empowering others is work for you. It requires you to work on letting go, setting up expectations, setting up ways to be a guide, getting support for others, and applauding when they may stumble. A way to think of this is with a simple and relatable analogy.
When a baby takes its first steps, your hands might be there as a safeguard, but you have to let go. When they fall on their bottom, you celebrate the attempt and don't criticize the F.A.I.L. because you know they will get there in the end.