TAG Consulting

A 3 Step Checklist For Empowering Your Team


February 20, 2017

Two important things to know about empowering your team:

  1. We measure empowerment by how willing people are to offer us their maximum discretionary effort.
  2. We know that people feel empowered when they are motivated to give their all.

Who doesn’t want to lead a workplace environment like that?

So, how do you – in real life and in real time – empower your team?

We offer you the checklist below as a way of measuring your progress as an empowering leader. Think of it as a punchlist for your project of empowering your team. Or, even better, think of the metaphor we often use – of a team climbing up a high mountain together!

mountain

Provide Clear Direction

An empowering leader defines the task for the team with crystal clarity. A common misconception about delegation (a component of empowerment) is that it is described by this attitude: “Do your own thing as long as you are within the basic parameters and standards of the organization”. That’s mostly being lazy and settling for less than full alignment.

Empowering direction-giving sounds more like this: “See that mountain? We’re going to climb it together, and here’s how”.

 

Provide Needed Resources

Nothing is more dis-empowering to a team than not having the tools they need to complete the task they have been assigned. As an empowering leader you make it a priority to give your people the tools and resources they need to carry out their assignments with excellence and passion.

It sounds like this: “Here is the equipment we need to climb this mountain together. This is how you use it. Trust me, I’ve tested it and everything is safe, secure, high quality, and in adequate supply. Let’s get started!”

 

Provide Coaching, Support, and Feedback

Along the way, the empowering leader is providing constant, specific coaching (“Here’s our strategy for taking the mountain”, support (“You’re doing great – here’s what I can give you for your next steps”) and feedback (“OK, let’s set up camp for the night, reflect on what we learned today and focus on how we can get even better tomorrow”)

As you get ready to climb your next mountain as a team, review this list together. Does your team have the direction, resources, feedback, support, and coaching it needs? Does each team member know that they are needed and valued and that their very best efforts will rejuvenate them and help the team win?

An Empowerment Checklist


May 3, 2016

checklist

Crack or click open any leadership book and you’re guaranteed to find a section in praise of empowerment.

You won’t find a leadership expert, business thinker, or organizational consultant who doesn’t sing the praises of empowering employees or volunteers, stakeholders, and even vendors.

We know empowerment is important and we know the stakes are high. It requires empowerment to have employee engagement and engagement is the single most important predictive factor in organizational success. We know that team members who don’t feel empowered usually become EX-team members, often competitors and anti-evangelists for the companies they left.

But the thing is, when it comes to empowerment we are long on praise and attempted description and short on diagnosis and measurement.

Here, then, is an eight point checklist which will help you determine whether or not you have a culture of empowerment. It is applicable to organizations of all kinds whether in the public, private or not for profit sectors. And it applies to both employees and volunteers.

Rate yourself on a scale of 1-5 for each measure. Where you don’t hit 5, or at least a solid 4, you have the opportunity to develop a strategy which will develop more empowered, engaged, and productive employees.

  • People are given significant latitude and decision-making responsibility.
  • People know what’s expected of them.
  • People have the resources and training to do their tasks correctly.
  • People believe their leaders care about them as people.
  • People receive recognition and praise for good work regularly, and are accountable for mistakes.
  • People have the opportunity to do what they do best regularly.
  • People know that someone in the workplace encourages their development.
  • People know that they are expected to exercise leadership wherever they are, and they have been trained and empowered to feel confident in that role.

Empowerment is one aspect on an organization with engaged employees. Our online survey, The Engagement Dashboard,  has gathered data from hundreds of organizations and thousands of employees. It will reveal the current culture of your organization, its hidden capacities and potential, and will enable you to craft an organizational culture characterized by empowered and engaged employees or volunteers. To find our more about TED, click here.

A 3 Step Checklist For Empowering Your Team


February 9, 2016

Last time, we saw two key points about empowerment:

  1. We measure empowerment by how willing people are to offer us their maximum discretionary effort.
  2. We know that people feel empowered when they are motivated to give their all.

Who doesn’t want to lead a workplace environment like that?

So, how do you – in real life and in real time – empower your team?

We offer you the checklist below as a way of measuring your progress as an empowering leader. Think of it as a punchlist for your project of empowering your team. Or, even better, think of the metaphor we often use – of a team climbing up a high mountain together!

mountain

Provide Clear Direction

An empowering leader defines the task for the team with crystal clarity. A common misconception about delegation (a component of empowerment) is that it is described by this attitude: “Do your own thing as long as you are within the basic parameters and standards of the organization”. That’s mostly being lazy and settling for less than full alignment.

Empowering direction-giving sounds more like this: “See that mountain? We’re going to climb it together, and here’s how”.

 

Provided Needed Resources

Nothing is more dis-empowering to a team than not having the tools they need to complete the task they have been assigned. As an empowering leader you make it a priority to give your people the tools and resources they need to carry out their assignments with excellence and passion.

It sounds like this: “Here is the equipment we need to climb this mountain together. This is how you use it. Trust me, I’ve tested it and everything is safe, secure, high quality, and in adequate supply. Let’s get started!”

 

Provide Coaching, Support, and Feedback

Along the way, the empowering leader is providing constant, specific coaching (“Here’s our strategy for taking the mountain”, support (“You’re doing great – here’s what I can give you for your next steps”) and feedback (“OK, let’s set up camp for the night, reflect on what we learned today and focus on how we can get even better tomorrow”)

As you get ready to climb your next mountain as a team, review this list together. Does your team have the direction, resources, feedback, support, and coaching it needs? Does each team member know that they are needed and valued and that their very best efforts will rejuvenate them and help the team win?

What, Exactly, Is “Empowerment” At Work?


February 8, 2016

It’s unusual that a client does NOT tell us “I am interested in doing a better job of empowering my team”.

“Empowerment” falls right in with apple pie, mom, and the Super Bowl as things everyone seems to love, or at least feels as if they should love!

But a question hangs out there:

What, exactly, is “empowerment”?

powerlines copy

 

It’s not flowery or academic. It’s elemental and essential.

Towards a working definition:

We measure empowerment by how willing people are to offer us their maximum discretionary effort.

People aren’t doing the bare minimum, just enough to get by. They aren’t cutting corners or running the clock out.

They are giving of their best, giving what they don’t “have” to give.

You don’t do this unless you feel as if your efforts will pay off.

You don’t do this unless you feel that you matter and that you can make a difference.

You don’t do this unless you feel that you have power.

In other words, people feel empowered when they are motivated to give their all.

And when that happens, everyone wins – the team member, the team, the leader, the organization.

So, how do you empower your team?

That’s tomorrow…