empowerment

February 3, 2010

10 Ways Easy for Managers to Empower

There are many, many ways that a manager can empower those in their team. The value comes from enlightened individuals freed up to express themselves through the release of their potential.

And you are the one to do it.

Almost any situation where you let an individual express themselves freely, through the contribution they themselves make, is through helping them to be empowered.

Empowerment unleashes many opportunities for individuals to develop, grow and come to fruition, bring a host of new resources to the team, organization and the results they produce.

Here are some of the ways that you can offer the gift of empowerment to your people. Remember, you are limited only by your ability to be creative in what you offer your people as ways to build them up.

1.Delegation

If you’ve been keeping up with the lessons, you will know that delegation is one of the best ways to empower employees.

Through giving up tasks of your own to others, with support at first, you will build confidence; develop skills as well as free up your own time too.

2.Say No

When asked to do something that you know they could do just as well, finding ways to say ‘no’ and support them to be able to do the task will make them feel able to do more in the future.

3.Say Yes

As your people try more on and develop themselves, be prepared to take risks on them.  Whilst they will need to understand that you will be generous when things go wrong, that should not put you off saying ‘yes’ to them when they want to try something new.

4.Ignore Them!

A favorite tactic! When you work closely with people, ignore them sometimes when they get frustrated or get things wrong. Rushing to their assistance is often the least effective way for them to succeed for themselves.

5.Coach

By asking questions, hearing answers and facilitating their own ability to find solutions for themselves, you will go a long way to empower. Remember, empowerment is about them building confidence. Nothing does this more than when they are helped to find their own solutions.

6.Let Go of How

Now, when you do give them the freedom to do your stuff sometimes, you have to be able to let go of telling them everything about the way they are to reach the solution. By letting go of your own ‘how’ you give them the opportunity to find their own.

7.Praise and Thank

It’s sometimes difficult to have a sense of how you are doing, so it’s important for you to tell people that are doing well. By reinforcing their belief that they are being successful, you will encourage them, which is, after all, empowering in itself.

8.Seek Opportunities

And you can get creative with people to empower them! Take your role as one where you spend some time each day coming up with ideas to grow your people’s view of themselves. It’s a worthy activity for you – after all, your role is to manage and develop your people.

9.Help with Learning

Employees like to be challenged and may be reluctant to show that they don’t know the way to do things. If you can show them how they can learn, they will be encouraged to do more of it, opening the door to empower themselves.

10.Treat Mistakes/Failings Generously

Empowerment is all about building confidence – that’s its purpose, so when things don’t quite go to plan, it’s important not to ruin all the good work by reacting negatively when what’s needed is support and encouragement.

The gift of empowering others is one that is rich indeed, changing lives along the way for the good, you bring opportunities for new successes for your team too.

What could be a better win-win than that?

Filed under Blog, Building the Future, Developing Your People, Management Basics, Managing Me by Martin

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April 5, 2009

The Difference Empowerment Makes

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, Management Basics 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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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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January 4, 2009

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 the  best things they can learn to do.

Individuals start to flower in their abilities and become the swan to the ugly duckling of the past. – producing results even beyond their own imagination.

A manager who unleashes the potential of their people in this way will achieve a fulfilment of their own possibilities and that of those in their care too.

Filed under Building the Future, Managing Me by Martin

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December 28, 2008

Capable Employees Are Good For Managers

Look, managers are not perfect in every way – they cannot fix everything in their business on their own; it’s their ability to get the most from their people that makes the difference.

Any employee will grow and develop hugely when given responsibility – empowering them to act and make decisions is a great way forward for them.

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.

This is precisely the way that the very best managers gradually release what they do into the increasingly capable hands of members of their team.

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 Improves Productivity – A Lot!

Where there are a bunch of employees who are not able to contribute fully because a manager hasn’t been able to ‘let go’ enough, they almost wilfully step back when they could get more involved.

They shy away from making decisions they aren’t regularly called to make.

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 Building the Future, Managing Me by Martin

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November 30, 2008

Empowerment – A Management ‘Must-Have’

Many managers have worked their way up in an organization and feel a close relationship with being in the thick of the work.

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 not  do the whole job, despite having people around them who would willingly do a bit more.

Filed under Developing Your People, Managing Me by Martin

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