A Lean Journey 
Empowerment
may not be a new concept to you, but many organizations experience problems
because they don’t know how to ‘live it’. Empowerment is often described as
“having the power to make decisions”.
However, this empowerment/decision making power is something that must be
earned, not given, through a set of fundamental principles cultivated as
follows:
- Empowerment
- Responsibility
- Ownership
- Accountability
- Information
- Trust
Think
of empowerment as the process of an individual enabling himself to take action
and control work and decision making in autonomous ways. Empowerment comes from
the individual. An empowered employee exhibits the following:
of empowerment as the process of an individual enabling himself to take action
and control work and decision making in autonomous ways. Empowerment comes from
the individual. An empowered employee exhibits the following:
- Taking responsibility for our job
- Flawless execution, doing the right
things right, timely follow-up’s, etc. - Taking ownership of problems
- Tending to problems; not ignoring
them, do the necessary follow-up’s - Holding oneself and others accountable
- Making and meeting commitments
- Being adequately informed and trained
Implementing
principles of empowerment can be challenging because it involves a radical
shift from our traditional way of operating. The following principles include
the most important elements for creating an empowered organization:
principles of empowerment can be challenging because it involves a radical
shift from our traditional way of operating. The following principles include
the most important elements for creating an empowered organization:
1. Demonstrate That You Value People
Your goal is to demonstrate your appreciation for
each person’s unique value. No matter how an employee is performing on his or
her current task, your value for the employee as a human being should never
falter and always be visible.
each person’s unique value. No matter how an employee is performing on his or
her current task, your value for the employee as a human being should never
falter and always be visible.
2. Share Leadership Vision
Help people feel that they are part of something
bigger than themselves and their individual job. Do this by making sure they
know and have access to the organization’s overall mission, vision, and
strategic plans.
bigger than themselves and their individual job. Do this by making sure they
know and have access to the organization’s overall mission, vision, and
strategic plans.
3. Share Goals and Direction
Share the most important goals and direction for
your group. Where possible, either make progress on goals measurable and
observable, or ascertain that you have shared your picture of a positive
outcome with the people responsible for accomplishing the results.
your group. Where possible, either make progress on goals measurable and
observable, or ascertain that you have shared your picture of a positive
outcome with the people responsible for accomplishing the results.
4. Trust People
Trust the intentions of people to do the right
thing, make the right decision, and make choices that, while maybe not exactly
what you would decide, still work.
thing, make the right decision, and make choices that, while maybe not exactly
what you would decide, still work.
5. Provide Information for Decision Making
Make certain that you have given people, or made
sure that they have access to, all of the information they need to make
thoughtful decisions.
sure that they have access to, all of the information they need to make
thoughtful decisions.
6. Delegate Authority and Impact Opportunities, not
Just More Work
Just More Work
Don’t just delegate the drudge work; delegate some
of the fun stuff, too. You know, delegate the important meetings, the committee
memberships that influence product development and decision making, and the
projects that people and customers notice.
of the fun stuff, too. You know, delegate the important meetings, the committee
memberships that influence product development and decision making, and the
projects that people and customers notice.
7. Provide Frequent Feedback
Provide frequent feedback so that people know how
they are doing. Sometimes, the purpose of feedback is reward and recognition as
well as improvement coaching.
they are doing. Sometimes, the purpose of feedback is reward and recognition as
well as improvement coaching.
8. Solve Problems: Don’t Pinpoint Problem People
When a problem occurs, ask what is wrong with the
work system that caused the people to fail, not what is wrong with the people.
work system that caused the people to fail, not what is wrong with the people.
9. Listen to Learn and Ask Questions to Provide
Guidance
Guidance
Provide a space in which people will communicate by
listening to them and asking them questions. Guide by asking questions, not by
telling grown up people what to do.
listening to them and asking them questions. Guide by asking questions, not by
telling grown up people what to do.
When an employee brings you a problem to solve,
ask, “what do you think you should do to solve this problem?”
ask, “what do you think you should do to solve this problem?”
10. Help Employees Feel Rewarded and Recognized for
Empowered Behavior
Empowered Behavior
When employees feel under-compensated, under-titled
for the responsibilities they take on, under-noticed, under-praised, and
under-appreciated, don’t expect results from employee empowerment. The basic
needs of employees must feel met for employees to give you their discretionary
energy.
for the responsibilities they take on, under-noticed, under-praised, and
under-appreciated, don’t expect results from employee empowerment. The basic
needs of employees must feel met for employees to give you their discretionary
energy.
Empowerment
is the practice of cultivating the core principles of trust, accountability,
responsibility, ownership and information with employees so that they can take
the initiative and make decisions to solve problems and improve service and
performance to customers.
is the practice of cultivating the core principles of trust, accountability,
responsibility, ownership and information with employees so that they can take
the initiative and make decisions to solve problems and improve service and
performance to customers.
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