Empowered Leadership-How to get the best from your team
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By showing them how success can be achieved will help increase their confidence and belief that they will be successful, which is a great inspiration. An engaged and excited team is a powerful team that can achieve great things.
How to Empower Employees to Lead from the Bottom Up
To help ensure that this results in the success you need to empower them. Empowered teams take ownership, and when things start to go awry, they will look for solutions to ensure that the desired outcomes are met.
Too often leaders want to retain a tight grip on the controls, but if that grip is too tight, then you need to be involved in everything, giving approval for even the smallest of changes. To empower your team, you need to give them the flexibility to make the necessary corrections if things start to slip.
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You need to delegate some of the control that you hold, but with clear boundaries, so that they understand when they can make decisions, and when they need to refer back to you for approval. The more you can empower your teams the more committed they will become. Empowerment is a delicate balancing act, but it's one that you get better at with practice, and it will be appreciated by many of your staff. When you can create engaged, excited and empowered teams not only will it help you achieve the goals and objectives, but it will make others want to come and work with you and for you.
It will separate you from the other leaders in your organization, putting you in demand and presenting great opportunities to you. How engaged, excited and empowered is your team and what are you going to do to help improve in these three areas? You can start small, within your own company, even: When there are company events e.
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Then, as they grow more comfortable, you can include them community- and industry-wide events—and eventually, even send them in your place to represent your company. As you dole out projects and assignments, give some thought to the unique duties you have as a manager. These are the skills that your employees may not be familiar with—but should, if they aim to move up within the organization.
Then, find ways for your employees to start gaining experience in those areas. For example, every month, I give a presentation to the most recent group of new hires, explaining what my department does within the company.
The same can be applied to other duties that your team may not have much experience in—like running meetings and overseeing projects. Since these tasks typically include managing other employees, the leader will have to make sure the team stays on task, meets objectives, and works collaboratively—all skills that are essential for a manager. When an employee needs help with a task, he or she typically comes to you, so you can either take over or provide the resource that will help accomplish the task.
And in most cases, fulfilling that managerial duty is perfectly fine. For example, if an employee needs help with a financial spreadsheet, stop yourself from finishing it yourself and instead, introduce your employee to the head of the finance department and let them take it from there. But little by little, let your employees take on more responsibility.
And this natural progression is a very beneficial tool to continue honing their leadership skills—so use it to the fullest. Early in my career, I had a boss who turned learning about leadership into quite an event. Our informal book club helped me to take ownership of my own career growth: Among the inspiring stories of companies and entrepreneurs that I read, I was able to form a solid idea of the kind of leader I wanted to become.
Then, as they grow more comfortable, you can include them community- and industry-wide events—and eventually, even send them in your place to represent your company. Customer reviews There are no customer reviews yet. You are using an outdated browser. How To Motivate Employees: To learn more about Amazon Sponsored Products, click here. In fact, there doesn't even have to be one person leading a team.
Your advice will provide valuable insight and encouragement. Creating an ownership mentality starts with trusting your employees and giving them the authority to make certain decisions. I learned this firsthand when I was put in charge of a client event while my boss was out of town and completely out of touch.