You might be surprised how many manager feel concerned when they need to leave their business - you see they have fallen short in being able to empower their employees to cope without them. And that's a problem...
Empowerment means a degree of freedom for a manager and, perhaps even more important, fulfilled and developed employees...
Empowerment - The Holy Grail Of Management
Many managers are taught to be "hands-on" and not pass on tasks of any importance to their subordinates.
When they try to take a step upwards into a full management role, it makes them feel uncomfortable - as if they are not working 'hard enough'.
So they find it hard to not do the whole job, despite having people around them who would willingly do a bit more.
Empowerment Improves Productivity - A Lot!
Where there are a bunch of employees who are not able to contribute fully because a manager hasn't been able to 'let go' enough, they almost wilfully step back when they could get more involved.
That way they can get off making a decision and risk less.
By having this sort of relationship with employees where they know the manager takes all the key steps, they will do only what they are told, which is a big burden on the manager
Managers Bring This On Themselves
It's easy for a manager to let this happen.
It's quite a step to recognize that employees will evolve their capabilities when they have the trust of the manager and are allowed to do more.
Most decisions that are to be made, when the customer is in your face, demand immediate resolution.
Customers Want Employee Empowerment
Customers like to have their problems fixed by the first person they approach. Having an employee call for the manager only causes irritation and frustration.
Or worse, it's a way of passing the blame for the issue in question onto a manager, both by the employee and then the customer.
When a manager finds themself in this situation, he faces an irate customer and an employee who expects them to find in their favor, not the customers.
A Manager's Strength Is His Team
Look, managers are not perfect in every way - they cannot fix everything in their business on their own; it's their ability to get the most from their people that makes the difference.
For example, if you let your employees know that you expect them to make a reasonable decision in your absence, let them know that they are the manager in control when you are gone.
You will stand behind the logical decisions they make, and then let them know what you might have done different, you are teaching them to become a manager.
This is precisely the way that the very best managers gradually release what they do into the increasingly capable hands of members of their team
Empowerment Is Good For All
One of the best management development skills is empowering my employees to make a decision, and satisfy the customer so I don't have to deal with an overly upset or irate customer due to the employees not being able to resolve an issue.
Individuals start to flower in their abilities and become the swan to the ugly duckling of the past. - producing results even beyond their own imagination.
This is the principle of management development through empowerment.
Turning Teams Around
It's an amazing experience as a manager when you turn someone on to the hidden capabilities they have within them already.
By freeing him or herself up by using the latent abilities of their people, an empowering manager truly lives and breathes the experience - and that's pow - 15433
Empowerment means a degree of freedom for a manager and, perhaps even more important, fulfilled and developed employees...
Empowerment - The Holy Grail Of Management
Many managers are taught to be "hands-on" and not pass on tasks of any importance to their subordinates.
When they try to take a step upwards into a full management role, it makes them feel uncomfortable - as if they are not working 'hard enough'.
So they find it hard to not do the whole job, despite having people around them who would willingly do a bit more.
Empowerment Improves Productivity - A Lot!
Where there are a bunch of employees who are not able to contribute fully because a manager hasn't been able to 'let go' enough, they almost wilfully step back when they could get more involved.
That way they can get off making a decision and risk less.
By having this sort of relationship with employees where they know the manager takes all the key steps, they will do only what they are told, which is a big burden on the manager
Managers Bring This On Themselves
It's easy for a manager to let this happen.
It's quite a step to recognize that employees will evolve their capabilities when they have the trust of the manager and are allowed to do more.
Most decisions that are to be made, when the customer is in your face, demand immediate resolution.
Customers Want Employee Empowerment
Customers like to have their problems fixed by the first person they approach. Having an employee call for the manager only causes irritation and frustration.
Or worse, it's a way of passing the blame for the issue in question onto a manager, both by the employee and then the customer.
When a manager finds themself in this situation, he faces an irate customer and an employee who expects them to find in their favor, not the customers.
A Manager's Strength Is His Team
Look, managers are not perfect in every way - they cannot fix everything in their business on their own; it's their ability to get the most from their people that makes the difference.
For example, if you let your employees know that you expect them to make a reasonable decision in your absence, let them know that they are the manager in control when you are gone.
You will stand behind the logical decisions they make, and then let them know what you might have done different, you are teaching them to become a manager.
This is precisely the way that the very best managers gradually release what they do into the increasingly capable hands of members of their team
Empowerment Is Good For All
One of the best management development skills is empowering my employees to make a decision, and satisfy the customer so I don't have to deal with an overly upset or irate customer due to the employees not being able to resolve an issue.
Individuals start to flower in their abilities and become the swan to the ugly duckling of the past. - producing results even beyond their own imagination.
This is the principle of management development through empowerment.
Turning Teams Around
It's an amazing experience as a manager when you turn someone on to the hidden capabilities they have within them already.
By freeing him or herself up by using the latent abilities of their people, an empowering manager truly lives and breathes the experience - and that's pow - 15433
About the Author:
(c) 2008 Martin P Haworth, a business coach and 25 year time served manager, is the author of Super Successful Manager!, an easy to use, step-by-step weekly performance improvement program for managers of EVERY skill level. You can get a sample lesson for free at http://www.SuperSuccessfulManager.com.
