Empowered Leadership specialises in developing your leadership skills, providing key insights, knowledge, and skills to improve your leadership success directly. For a manager to become a successful leader, they must develop the ability to lead others.
It seems that every decade or so, there is some new fad that runs through the business world in terms of supervision and the world of diversity management, downsizing, outsourcing, generational work conflicts and the information age; things are even more complicated than ever before.
No longer does a one size fits all leadership model work. We cannot treat everyone equally and expect everything to “work out” somehow. At The Bite Size Group, we advocate that managers and leaders must have a framework to manage their workers in a way that honours everyone’s unique and specific position on the job.
Empowered leadership is the way to do just that. It shares the power between management and the workers, thus empowering both groups.
Conventional wisdom tells us that when those in power relinquish some of that power by sharing it or giving it to their employees, then they would lose something when in, they gain.
Think about it. When people rule with an iron hand, they generally instil fear in those who work for them. Do you do your best work when you are afraid? I don’t know about you, but I will attempt to comply because I want to avoid negative consequences, but it certainly won’t be my best work. The absolute best a manager can hope for with coercion is compliance. If compliance is enough, then coercion might work.
However, I will gripe and complain and quietly wait for opportunities to get even. I will not have a kind thing to say about my employer and at every chance, will seek corroboration for how I feel from my co-workers, thus spreading an “us” versus “them” mentality.
Empower their Workers
Leaders and managers will gain loyalty when they seek to empower their workers. Workers want to give their supervisors their best when they are listened to and respected. Without fear, their minds can be creative and innovative. Here at The Bite Size Group, we work with people and companies like yours to teach your managers Empowered leadership so they can achieve the best results.
When managers are willing to accommodate special requests that do not interfere with product or service delivery, their employees will be sure to give back their best. Giving away power only increases the manager’s power.
I am not talking about being a total pushover and only advocating for what employees want. As a manager, you have a two-fold job—representing your employees’ desires, opinions, and suggestions while simultaneously communicating management’s issues, concerns, and expectations to your employees. This is not an easy line to walk.
You will never get the best from your employees if they do not respect you. You cannot be a doormat for your employees to walk over. If they believe you have no bottom line or negotiables, they will never be satisfied and will always ask for more. You will feel used and abused; the truth is, you asked for it.
Hold the bar high
As a manager, you must hold the bar high. Expect great things from every one of your workers. If you only expect mediocrity, mediocrity is exactly what you will get. Set the standards and lead by example. If your workers see you giving it your all, it will be difficult for them to perform below standard.
You must have production goals you are attempting to meet for either products or services. Always enlist the help of your employees to set the goals, with the underlying premise being continual improvement.
And as a manager, you have the responsibility to create a need-satisfying workplace for yourself and your workers. You cannot emphasize one to the exclusion of the other without there being undesirable consequences.
When you focus on production only and forget the human capital, you will end up with resentful, resistant, angry workers. On the other hand, when you use empowered leadership and only focus on the people’s end and allow production goals to be compromised, you will have workers who do everything they can to take advantage and to get out of doing the work. After all, if you, the manager, do not value production, why should they?
Somewhere in the middle, when you are walking that fine line between relationships and production goals, you are practising empowered leadership, where you will get the most from your employees.