Let’s undertake an empowerment spot check!
We often talk about the importance of identifying the strengths of each team-member, and building on them to optimise individual, and therefore team, performance. But, if you manage to find the perfect world, where every team is highly effective all of the time, we’ll sit up and listen! One of the key distinctions between high-performing teams, and those that are struggling, can be described in one phrase: empowerment.
Today’s Virtual Coach looks at the differences between empowered and disempowered teams and asks: “Are your teams sufficiently empowered?”
Empowered Teams: Ownership and Innovation
Empowered teams are given autonomy, trust, and the necessary resources to make decisions. Leaders provide guidance but don’t micromanage, trusting teams to decide the best way to solve the challenges that they face.
Empowered teams:
- Take Ownership: Team members feel responsible for their work, leading to higher accountability and motivation
- Are Innovative: Having the freedom to experiment and make decisions fosters creativity and continuous improvement
- Move Faster: Without excessive approvals or ‘paperwork’, teams can quickly adapt to changes and solve problems efficiently
- Are More Engaged: Employees in empowered teams typically report higher job satisfaction, leading to lower turnover and better collaboration
Disempowered Teams: Stagnation and Frustration
Teams that lack empowerment often face hurdles that hinder, or slow down, their progress and success. Leaders tend to hold onto tasks, are poor at communicating, and lack trust in their people.
Thankfully we don’t come across too many fully disempowered teams, but we certainly see silos that share similar characteristics.
Disempowered teams:
- Wait for Permission: Without autonomy, decision-making is slow, and opportunities are often missed
- Lack Motivation: If teams feel that personal input isn’t recognised, engagement and productivity suffer
- Are Risk-Averse: Fear of making mistakes due to strict oversight stifles creativity and innovation
- Experience High Turnover: Frustration from lack of trust and layers of approval can drive talented employees away
The Bottom Line
Organisations that prioritise empowering their teams create an environment where team members thrive, leading to greater efficiency, collaboration, innovation and overall success. When we analyse ‘Drive’, one of the ICC Five Pillars of High-Performance, we are able to consistently correlate high scores in this pillar with high levels of productivity and retention.
As a leader, you have the opportunity to transform your team from ‘performing’ to ‘truly exceptional’ simply by fostering trust and encouraging autonomy.
Don’t know where to start? Contact us today. You’re In Cool Company!
