We started with Engagement, the first E of leadership, last week.
Creating a department/team/company of amazing talent that is highly engaged in the company's mission is the first hurdle that leaders must navigate.
But then…
EMPOWERMENT is the next step.
The traditional command-and-control model is giving way to this modern leadership concept. It’s a fundamental shift in leadership philosophy, and it is driving real organizational excellence.
Empowerment goes far beyond simply delegating tasks or giving employees more responsibilities. When leaders genuinely empower their teams, they create a culture of ownership, accountability, and continuous growth.
HOW?
By demonstrating confidence in their people’s abilities to solve problems, make good decisions, and take the initiative. This acts as a powerful catalyst, encouraging employees to step outside their comfort zones, express new ideas, and challenge the status quo – leading individuals and organizations to continuously improve.
Wait, there’s more!
Leaders who wish to empower their teams must ensure they have the infrastructure necessary to support them. Access to data, clear communication channels, and other tools and resources are critical to allowing them to take on this new level of initiative.
Okay, I think I’ve made a strong case for empowering people, but making it happen isn’t as easy as it sounds. Leaders must be ready to let go of “control” and trust their teams, invest time in coaching and developing them, and…
Balance autonomy with accountability.
See? I told you it wasn’t as easy as it sounds.
Let’s wrap up this second E. Empowerment is not just another leadership style; it’s a fundamental approach to building a successful organization. If you wish to take the journey to becoming an empowering leader, be prepared. It will take:
Commitment.
Patience.
Focus.
Persistence.
But the rewards make the effort worthwhile. Don’t they always?
Next, the third and final E of leadership…