Recently, we began a new series here on the blog with the post The How To Series: How To Develop Personally So You Can Explode Professionally. I like reading articles and blog posts that give me specific “how-to’s” on a given subject. In this series, it’s my hope to provide you with targeted take-aways that you can use in your daily life and business.
Today we will talk about empowerment – specifically the empowerment of a team. Your “team” might be those that you lead on a daily basis as a Manager at work. You may find yourself in a higher position in the corporate structure where you are leading the Managers who then lead their teams.
You could also be a member of the team who is providing insight and feedback to fellow team members and your Team Leader.
Wherever you are in the structure – being an empowered member of the team is vitally important!
First, the underlying assumption:
As a leader, you must first be empowered in order to empower.
Most of the failure I encounter when working with companies and organizations is a top down failure of unempowered leadership.
Have you been a part of a team led by a weak leader? Most of us have at one time or another in our careers. The experience is frustrating.
In order to lead – leaders must be empowered. They must take the time necessary to put themselves in a position of leadership – one marked by experience, understanding of goals and insight into the actions needed to reach those goals.
A leader must also possess the interpersonal skills that allow for team building through relationship building. In short, a leader must be able to relate to people.
A knowledgeable, experienced, insightful and relatable person – this is an empowered leader.
1. What is their background?
2. What motivates them?
3. What do they want from their experience on the team?
I know this sounds overly simple, but in order to understand your team you must be willing to ask lots of questions. You need to take the necessary time to get to know each member.
Are they motivated by money, position, teamwork or recognition? Are they motivated to simply work hard and get the job done? Is their satisfaction derived from the daily work or do they want to buy into the bigger vision of your company or organization?
Spend the time needed in order to understand your team.
1. Demonstrate that you trust them by involving them in the decision-making. This should start in the goal setting process and proceed through daily action plans.
a. Use brainstorming as a tool to gain their insights.
b. Ask – “How would you recommend we accomplish X, Y or Z”?
c. Allow for mistakes to be made. Coach from the mistake to moving forward.
Only when we involve our team in decision-making and then allow them the freedom and authority to make decisions on their own, will we begin to empower them. When we do – the results will be amazing.
Most of us like to be rewarded for a job well done. Rewarding our teams is a sure-fire way to build morale and empowerment.
1. Reward publicly – any embarrassment felt will be overcome with a sense of pride.
2. Reward often – expectation of recognition is a powerful motivator for most people.
3. Reward specifically – when rewarding individual team members – reward according to what motivates them the most.
So there you have it – three tips for empowering your team. When a team member feels understood, involved and rewarded – that team member is empowered – and when a team member feels empowered – look out for what will happen!
What other tips would you suggest for empowering a team? What has worked for you?
P.S. One of the things I absolutely love to do is to work with businesses and organizations. Some of the groups I have worked with are listed here on the website. If you have a need – contact our office today.
