What Will You Give Up?  A Leader’s Guide to Empowerment

If you ask someone what makes a great leader, the word empowerment will often be mentioned. If they’re talking about a leader they’ve worked with, you might hear phrases such as, “They empowered me” or “I felt empowered.”

What Does Empowerment Mean?

Empowerment is thrown around frequently as a leadership buzzword, and most leaders recognize it as important. However, how does one “do” empowerment? What does it look like in action and how do we know when it has happened?

Unfortunately, too many leaders have unintentionally tarnished the concept of empowerment through their actions and behaviours – this is because they don’t understand what it truly entails.

Leaders often tell their teams they are empowered to make decisions, only to consistently undermine decisions they deem incorrect. Telling someone they are empowered to do something, then reversing and/or questioning their decisions or actions can lead to confusion, uncertainty, distrust, and even fear. Over time, these experiences can lead to disengagement, poor performance, and, worst of all, self-doubt. Asking someone to do something that we need them to do (or that we ourselves don’t want to do) is not empowerment – it’s abdication of responsibility. 

Power signifies authority, influence, and control – empower means we are giving away that authority, influence, and control.

To understand how to genuinely empower someone, we need to start by breaking down the word.  Power signifies authority, influence, and control – empower means we are giving away that authority, influence, and control. As such, for us to truly empower someone, we also need to give something up. Essentially, empowerment means to give away or distribute the power to elevate others. 

Whether someone feels empowered is directly correlated to how leaders behave. Giving someone power over something is a demonstration of trust, but retracting that power is a surefire way to destroy it. 

Our actions (or lack thereof) as leaders send clear signals to employees about what we truly value and prioritize. While saying the words is a great way to clarify our intent, the true measure of quality leadership lies in how our behaviours and actions impact those that we lead.

If we claim to empower our employees, then we need to make sure that how we act and behave aligns with our words. Simply stating that we empower our employees is insufficient. Empowerment must be reinforced through consistent leadership behaviours and experiences.

Giving someone power over something is a demonstration of trust, but retracting that power is a surefire way to destroy it. 

How do You “Do” Empowerment?  

1. Take Inventory

We need to first acknowledge that empowering someone isn’t always the right thing to do – there are times and situations when it is appropriate for the leader to retain the power. Take an inventory of what power you are prepared to give away and what power you need to retain.  

2. Clarify Boundaries

Clearly define the limits of control and influence for your employees. Ensure they understand what decisions they can make and the guiding principles for those decisions. Once these boundaries are established, allow them the autonomy to act.

3. Be Curious

When concerns arise, approach employees with curiosity and suspend your judgement. Remember, they have the power, so try to understand their perspective. Once you know where they’re coming from – and if a legitimate issue arises – realign expectations and make sure they have the necessary supports.

4. Believe

Our people need to know that we believe in them and their abilities. Demonstrate your belief through recognition and affirmation. Let them know you appreciate them, their contributions, and their efforts.

Empowering individuals and teams is a potent way to enhance efficiency, demonstrate trust, build strength and confidence, and create positive leadership experiences.

Empowering individuals and teams is a potent way to enhance efficiency, demonstrate trust, build strength and confidence, and create positive leadership experiences. However, it can just as easily have the opposite effect when our leadership behaviours do not align with the true meaning of empowerment. Be clear about what you are prepared to give away, believe in those to whom you delegate power, and be prepared to see greatness unfold in ways that exceed your expectations.

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