The concept of empowerment grew in popularity between 1993-95. At that time period, driven by numerous best selling books on the topic, there was a growing interest in empowering people. By the mid-90’s, empowerment was the buzz word on lips of everyone in executive and management positions. All of these leaders wanted to be empowered and then empower others.
Upon reflection, empowerment at that time period was mostly about power, namely who had it and who used it. However, having taught, coached and consulted throughout the entire time period, I kept pointing out that empowerment had to do with a different word, namely evolution.
If we look the word empowerment up in the dictionary, it dates back to 1622, and is defined by the following two definitions:
- a process of change in a certain direction as in unfolding,
- a process of continuous change from a lower, simpler, or worse to a higher, more complex, or better state as in growth.
For something or someone to be empowered, I have learned that there needs to be an unfolding process and then growth for empowerment to be experienced and utilized.
The unfolding process begins with the building of a trust environment on all three levels, i.e. personal, strategic and organizational. It also begins with a recognition that the Moment of Truth, i.e. when the goods or services are actually provided, reflects a moment of decision. At times, we forget the insight Kevin Cashman wrote about in his book, Awakening the Leader Within: A Story of Transformation (John Wiley & Sons, Inc. 2003): "Our lives are the sum total of all the decisions we have made to date."
The growth process begins with the utilization of a clearly defined goal setting process that integrates with a clearly defined performance management system. John Doerr in his book, Measure What Matters: How Google, Bono, and Gates Foundation Rock the World with OKRs (Portfolio, 2018) writes: “A two year Deloitte study found that no single factor has more impact than “clearly defined goals that are written down and shared freely. . . . Goals create alignment, clarity and job satisfaction.”
From my experience, leaders who empower their culture are focused on building systems that create and maintain focus over time about what really matters to that company, i.e. mission. Then, all involved concentrate their efforts on making it happen all day and every day.
This week, I encourage you to link your goals to the company’s broader mission. And then, help others to do likewise. This is the foundation of empowerment and an empowered culture.
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