The Power of Empowerment
What is empowerment? It’s hard to say, because it’s a term that’s so overused and so broad that it either means everything or nothing. It’s simply defined by Webster in just ten words, as “the authority or power given to someone to do something.” That seems simple, doesn’t it? Just do that. Hand over the power and let someone do something.
Who Can Empower? Hold up the mirror and find out.
The thing is, while it may sound simple, it’s not easy. Telling someone “you’re empowered” doesn’t suddenly change their behavior if circumstances won’t allow it to happen. That’s why leadership gurus talk about empowerment so much. Empowering others is the outcome of numerous small and big choices and takes intention. You have to want to do it.
To empower someone else, you must have the power to do so. That means you have authority because of rank, title, relationship, or expertise. It also means you can hand over that authority to another. If you’re an aspiring or future practice owner, this is a critical skill to running your business while maintaining sanity and minimizing stress.
You’ll Have to Get Out of the Way.
Why does empowerment matter? That depends on your goals. If you want to grow, it’s necessary because you’re only one person. You can keep getting tasks done, answering questions, and making decisions because that’s the easier, faster thing to do, and you know how to do it best. But there is a downside. You’ll find yourself getting in the way of efficiency, engagement, and growth because you inadvertently become the bottleneck to action if everyone is looking to you for decisions and solutions instead of making their own. You’ll discover that your team doesn’t give you their best, and as a result, if they’re motivated to grow and be challenged, they will leave. If they aren’t motivated, they’ll probably stay. I’m not sure which is worse.
As an example, when you find yourself saying, “I don’t understand why the receptionist asks me so many scheduling questions,” there is likely an empowerment issue because you’ve kept the authority to make scheduling decisions or failed to train and set clear expectations for that receptionist fully, whether intentional or not. It’s just one of many examples.
Pursue the Valhalla for Leaders.
Empowerment means every role works at the top of their abilities and gives their all, making the team more successful. They truly own their responsibilities, making decisions and solving problems, and are more likely to stay for the long haul. It’s the Valhalla of leadership. When they’re empowered to the top of their capabilities and beyond, they’ll be able to spend time on other pursuits, like pursuing their own growth or hobbies. My goal as a leader has been to work myself out of a job. What I mean by that is knowing that my team fulfills their role and exemplifies the mission, vision, and values of the business without my constant presence and direction. They don’t need me to do their job; they need me to do mine.
The Key Ingredients of Empowerment.
At a high level, these are the components that build the foundation that leads to empowerment. It’s made of dozens of little moves and several big decisions, and many things in between.
Self-awareness, transparency, and vulnerability from leadership.
An inspirational purpose, that includes mission, vision, and core values.
Clear expectations and training on how to behave and perform their duties.
The regular recognition and feedback that creates accountability and follow through.
Respect for others’ authority and curiosity about their perspectives.
Teambuilding to create trust and psychological safety.
Developing individuals to their strengths.
Over the coming weeks, I’ll be publishing a series about how you, as a leader, aspiring owner, or owner, can empower your team in small ways. These are baby steps for you in bite-sized pieces. Because empowerment is about the many small choices you make to build up another person and help them step into the fullness of what they can do in their role, so you can enjoy and maximize what you do in yours. I hope you’ll join me on this development journey that will have lasting impact for you, your team, and your business.
