empowerment skills

March 23, 2009

Strong Teams Make Managers Great

A manager cannot do it all – their performance depends on how they get the best from their team.

By giving employees the capacity to act on the manager’s behalf they will benefit incredibly with that level of trust.

And when a manager says, ‘Look, do your best and I’ll always support you’, they will take risks at just the right level for them.

You are giving yourself more freedom in the process, and mentoring them into becoming a manager.

Filed under Developing Your People, Management Basics, Managing Me by Martin

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March 9, 2009

No Empowerment – It’s The Manager’s Fault!

Many managers do this without even thinking.

They need to know that they will be far better in their own job when they give their people the ability to decide for themselves the actions to take.

Most decisions that are to be made, when the customer is in your face, demand immediate resolution.

And those who are nearest to the action, are usually the best to be empowered to take the quick decisions necessary.

Filed under Developing Your People, Management Basics by Martin

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Employees Will “Pass The Buck” Without Empowerment

If employees don’t develop the understanding that they are empowered to do what they can with the freedom that provides, they will always ‘pass the monkey’ back to the manager.

That way they can get off making a decision and risk less.

If a manager makes all the top decisions and involves his people as a minimum, they will do as they’re told, collect their regular salary slip and do only what’s asked of them.

Filed under Developing Your People, Managing Me by Martin

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March 2, 2009

Empowerment – A Management ‘Must-Have’

You see, most managers come from the ‘shop-floor’ and find it difficult to let go of that role.

When they try to take a step upwards into a full management role, it makes them feel uncomfortable – as if they are not working ‘hard enough’.

It’s a two-fold problem, it leaves all the critical answers in the lap of one person and employees are at a loss, or afraid to make a simple decision in the absence of their superior.

Filed under Building the Future, Developing Your People by Martin

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January 11, 2009

Any Manager Will Value Empowerment Skills

It’s an amazing experience as a manager when you turn someone on to the hidden capabilities they have within them already.

By freeing him or herself up by using the latent abilities of their people, an empowering manager truly lives and breathes the experience – and that’s powerful.

Filed under Developing Your People, Managing Me by Martin

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December 14, 2008

Empowerment Skills – Only The Manager Is Responsible

Many managers do other people’s roles without even thinking.

It’s quite a step to recognize that employees will evolve their capabilities when they have the trust of the manager and are allowed to do more.

In the front line with customers, having the power to solve their problems fast is a particularly valuable asset.

Filed under Building the Future, Managing Me by Martin

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December 7, 2008

Empowerment Skills – Developing Your Management Capabilities

It’s amazing how many managers feel that they just cannot be absent from their workplace because they are ‘irreplaceable’. By empowering their employees, much more is possible…

When a manager feels unable to be away from their business, because they do not have capable people in place, it must be a very frustrating experience.

Empowerment – A Management ‘Must-Have’

Many managers are taught to be “hands-on” and not pass on tasks of any importance to their subordinates.

When they try to take a step upwards into a full management role, it makes them feel uncomfortable – as if they are not working ‘hard enough’.

So they find it hard to notĀ  do the whole job, despite having people around them who would willingly do a bit more.

Without Empowerment Employees Will Do Less

Some employees enjoy being able to say, “call back on Monday”, or “I can’t make that decision, you need to speak with the manager”.

That way they can get off making a decision and risk less.

Why be dealing with an unruly, dissatisfied customer, when they could be doing something less stressful with their time?

Only The Manager Is Responsible

Many managers unknowingly encourage this type of behavior.

It’s quite a step to recognize that employees will evolve their capabilities when they have the trust of the manager and are allowed to do more.

Particularly for customer-facing employees, the ability to act fast and delight customers needs to be a given in any business.

Customers Want Employee Empowerment

Customers like to have their problems fixed by the first person they approach. Having an employee call for the manager only causes irritation and frustration.

They believe that the manager is waiting in the back office, or that the employees have been trained to give this response, and therefore, it becomes an excuse for the employees to blame it on the manager, and the customer to blame it on the manager.

It’s a no-win situation for a manager that wants to portray that they are in control.

A Manager’s Strength Is His Team

A manager cannot do it all – their performance depends on how they get the best from their team.

For example, if you let your employees know that you expect them to make a reasonable decision in your absence, let them know that they are the manager in control when you are gone.

You will stand behind the logical decisions they make, and then let them know what you might have done different, you are teaching them to become a manager.

Any manager with that sort of team ethic will benefit hugely from the freedom that comes as a result.

With Empowerment Everyone’s A Winner

Of course, when a manager has been used to keeping every tricky decision to themselves, it’s a bit of a fear to let things go – and it can be one of theĀ  best things they can learn to do.

Their people start to feel that they are contributing more fully and, perhaps most importantly, recognize that they can personally make a difference to the success of the organization.

This is the principle of management development through empowerment.

Turning Teams Around

It’s an amazing experience as a manager when you turn someone on to the hidden capabilities they have within them already.

They begin to reach a level of management development that all managers should desire-a staff that can exist without them.

Filed under Developing Your People by Martin

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