Tips for empowerment


Have a voice. Have an opinion about things that are important to you.
Be heard. Speak up and make your thoughts known.
Have Influence.  Use persuasion to help others understand your views.
Be involved. Step up and take part in
what is happening around you.
Understand the vision.  Recognize and buy into opportunities.
Encourage innovative thinking. Support fresh ideas and thought processes.
Demonstrate respect. Show support and recognition publicly, with a physical congratulatory handshake or an embrace.
Delegate responsibility. Share responsibility and relinquish trust to others. Release control
of projects and spread decision-making authority around.
Be flexible. Encourage risk taking and be tolerant of failures.
Good employers set the stage for empowerment and watch for those that excel. Take, for example, having the confidence to delegate. You have to take a risk and trust that the person you are handing the reins to can handle things on your behalf and in your absence. This is setting the stage; there is opportunity and there is trust. Then it is up to the employee to accept this challenge and run with it.
Trust—especially competence-based trust—is a behavior, and any behavior can be learned.
Take time to observe your fellow employees in action. Observe the ones that you see as being empowered. You will probably find that there are
many competent people in your workplace. They will be able to manage the tasks before them competently, even though they approach problems differently than you would. They simply get things done.
Trust based on motives rather than competence is created when you believe that others’
intentions and values are closely aligned with yours. The more you trust their motives, the more assured you are that they will handle situations as you would. This being said, the employer intuitively feels more at ease with those
whose motives are in line with his or hers.
Although competence-based trust is a straightforward measure, motives are often intangible and tend to fluctuate. Therefore, trust
relationships based on motives are rare in business and only tend to develop once competence-based trust has long been established.
The bottom line really is that most employers tend to rely on their management skills and their instincts. They trust their gut, since they know that it has brought them to where they are today.
In addition, they trust those that come across as being empowered and up for the challenge.
As an employee, entrepreneur, or employer, empowerment is the excellence that opens the door to success.
Contained exhilaration is not nearly as exciting as its release…accept challenge!
What excitement do you have to share with the world?

About Lorii Myers

39 Time Award Winning Author
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