Debunking Myths About Empowerment

Empowerment.

Employees yearn for it. Managers say they practice it.

But what really is it?

Many leaders believe they are empowering their teams, but in reality, some are falling into common traps and ineffective practices that leave employees feeling disengaged, undervalued or even resentful.?

Let’s explore three common myths that I hear leaders talk about and have witnessed firsthand in workplaces. We’ll shed light on each of these myths and share some insights from data and science.?

Empowerment Myth 1: Empowerment is all about delegation

Many people equate empowerment with delegation or simply giving instructions—thinking that simply handing off tasks to employees is enough to make them feel empowered. While delegation is a component of empowerment, it doesn't encompass the full scope of what true empowerment means.

The Truth:

True empowerment goes beyond just assigning tasks. It involves creating an environment where employees feel trusted, respected, and encouraged to take initiative and feel a sense of ownership and accountability.?

According to Gallup’s State of the Global Workforce report , only 15% of employees worldwide are engaged at work, meaning they are highly involved in and enthusiastic about their work and workplace. This low engagement level may stem from a lack of true empowerment, where employees are not given the autonomy and trust to make decisions or contribute meaningfully to their roles.

From a neuroscience perspective, our brains are wired to seek autonomy and control over our environment. When employees are given autonomy and the trust to make decisions, it activates the brain's reward system, releasing dopamine—a neurotransmitter associated with motivation and pleasure. This dopamine release enhances focus, creativity, and overall job satisfaction. On the other hand, when empowerment is limited to mere delegation without autonomy, it can lead to stress, disengagement, and burnout as the brain perceives a lack of control over the situation.

https://www.dhirubhai.net/posts/kurlydeguzman_leadershipdevelopment-leadershipcoaching-activity-7135401997817548801-DE03?utm_source=share&utm_medium=member_desktop

Empowerment Myth 2: Empowerment means giving up control

Some leaders fear that empowering employees means letting go of control, leading to chaos or subpar performance. This fear can cause leaders to hesitate in fully empowering their teams, as they worry about the potential risks of giving employees “too much freedom”.

The Truth

Empowerment is not about giving up control and it isn’t about giving freedom to do anything your team wants. It's about sharing control in a way that aligns with organizational goals while fostering employee growth and development.?

Gallup's research shows that managers account for 70% of the variance in employee engagement scores, highlighting the crucial role leaders play in creating an empowering work environment.?

Effective leaders must set clear expectations, provide the necessary resources, and then trust their teams to execute. This balance of guidance and autonomy is key to successful empowerment.

Empowerment Myth 3: Empowerment is a one-and-done deal

Some leaders treat empowerment as a one-time event, believing that a single initiative, event or instruction? can set the stage for ongoing empowerment. It definitely goes beyond just saying, “You are empowered to do your jobs” or hiring a motivational speaker to talk about the benefits of empowerment.?

The Truth

Empowerment is not a one-time action. It is an ongoing process that requires consistent effort, communication, and reinforcement. Continuous feedback, on-going support and regular check-ins are critical to keep going. Employees need to know that their contributions are valued and that their empowerment is supported over time.

Because our brains are highly adaptable, consistent positive reinforcement can help develop new pathways that reinforce empowered behavior. However, if empowerment is treated as a one-time event, these neural pathways may not fully develop, leading to a regression in empowerment behaviors. So don’t just stop with an? energizing kick-off!?

In summary, empowerment must be part of the system

Empowerment is a powerful tool for driving engagement, productivity, and innovation, but it requires a willingness to share control, trust others and an understanding that it’s an ongoing process. By debunking these common myths, leaders can create a more empowering work environment that not only benefits employees but also drives organizational success.

To get started and to sustain it, it must be embedded in the organization’s system. It must be part of goal setting, planning, daily operations, people development activities, performance management, the way you conduct your meetings, the way you handle mistakes, and so on.?

Empowerment breeds, grows and flourishes when there is psychological safety, trust, continuous learning, support for development and a commitment to grow leaders, not just followers.?

Ready to better empower your teams through coaching? Send me a message or book a call with me.

For more tips on career, leadership and coaching, check out these FREE resources.

?? Free courses: https://kurlydeguzman.thinkific.com

?? My Article in International Coaching Federation Coaching World Blog: Starting a Thriving Coaching Practice from Zero - Read here

?? Follow me on LinkedIn

?? Hit the bell at the top of my LinkedIn profile to get notified when I share content.

?? Subscribe to Career Agility Newsletter.

Coach Kurly de Guzman is a Career and Leadership Coach and one of LinkedIn’s Top Voices based in the Philippines. She continuously seeks ways to help coaches, leaders and teams thrive through her newsletter, leadership and career development workshops as well as group and 1:1 coaching sessions for clients.

To work with Kurly, send an email to [email protected] or book an exploratory call to discuss your organization’s needs here .