How the Right Habits Can Spur Empowerment

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Ask most leaders about empowerment and they will either say – I wish my people were more empowered, or they will glow as they discuss the level of empowerment amongst their team members. Why are some happy and some, not-so-much? It has much to do with the habits of the leaders themselves. If we want to spur empowerment, there are habits we can form – starting today – to improve the likelihood that people will choose to be empowered.

An Initial Comment

Empowerment isn’t something you can make people do or be – empowerment is a choice individuals make. Leaders can offer people the opportunity to be empowered. But people must accept that offer to think and act in empowered ways. Some will be empowered even if their leader impedes it. But the actions of leaders have a huge impact on the choices people make. For the leaders who want to spur empowerment, what can we do?

The Habits

Each of these habits shows people that you are offering them the opportunity to take ownership and be empowered. They will also help persuade people to accept that empowerment.

• Expect, encourage, and reward it. Like anything else, if we expect, encourage and reward empowerment, people are more likely to make that choice. Each of the other habits here will help encourage it, and make sure that you reward ownership more than simply following.
• Lean into the Big Picture. It is easier to take ownership of anything when we see and understand the big picture of the work. As a leader, make sure you regularly connect the dots between the daily work and the direction you are heading. Frequently reinforce why that destination matters.
• Stop providing immediate answers. If someone comes into your office with a question, what do you do? If you answer the question, even with good intentions, you may not be empowering people. Start by asking questions like, “What do you think?” “What do you recommend?” Or “What have you already tried?” These send a message of empowerment.?
• Ask for opinions sooner. Whether in a one-on-one, or in a meeting, make sure you ask for opinions, ideas, and input before sharing your ideas and thoughts. The sooner you speak, the less you will get from others. You could even unintentionally send a message that their thoughts don’t matter or matter less.
• Coach for development, not just discipline. Are you coaching just to fix things or also to help people improve? Part of this is a mindset question, but it has a practical side too. Coaching to encourage and help them improve their skills also spurs their willingness to be empowered.?
• Delegate effectively. When you delegate effectively , you are offering empowerment directly. How well and frequently are you delegating?

What Organizations Can Do

First, determine if creating a culture of empowerment is an organizational priority. If so, the best thing you can do is to help your leaders practice the habits above. Include these habits in your leadership training activities. Make sure senior leaders are both modeling and coaching these behaviors. To spur empowerment in your organization, you must train it, model it, and coach it.

It’s Your Turn

Which of these habits is your strength?

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A version of this article first appeared on our blog .

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