THE POWER OF EMPOWERMENT
Confidence and empowerment are cousins in my opinion. Empowerment comes from within and typically it is stemmed and fostered by self assurance. To feel empowered is to feel free and that’s when people do their best work. You can’t fake confidence or empowerment. (Amy Jo Martin)
Empowerment is a very enchanting word. According to experts it’s the ability to enabling of someone, to assume greater responsibility and authority through training, trust and emotional support. Its acknowledgement of people’s knowledge experience and motivation which were previously underutilized. We may say its process of releasing the full potential of employees in order for releasing the full potential of employees in order of them to take on greater responsibilities. Polish people’s authority. Help them more to take good decisions. Create such an environment for them.
When we talk about empowerment; concept of authority, delegation, accountability and responsibility are of greater importance. Authority is simply use of legitimate power. Open manifestation of power. In the context of empowerment, the empowered needs to be provided proper authority. It is necessary to create harmony among the organization.
Delegation is handing down responsibilities with vital resources and authority to someone below in the organization. Delegator still remains accountable.
There comes accountability. It is the obligation to make sure that tasks are done according to the instructions given. In the last comes responsibility. It is the process to carry out a task successfully. The fundamental aim of empowerment is to release of potential for the benefit of the organization. They key elements of empowerment according to experts are
• A committed organization
• Committed employees
• Clear goals
• Flex able managers
• An environment of enterprise rather than blame trust factor
Here are some tips which can help managers to assist them in the empowerment process.
It is not easy to consider the empowerment of subordinates until one is empowered oneself. Many managers are a little uneasy by empowerment as they feel that it will expose their weakness. If they empower themselves first they should see that empowerment is a positive step and it will benefit them in more productive way.
LOOK FOR POTENTIAL:
Potential needs nurturing environment to grow one of important task of manger is to provide such an environment. Releasing potential benefits both the individual and the organization. Potential may often be hidden by shyness, differences, lack of confidence. It’s a manger job to get behind of a person and try to discover the true potential that lies. Recognize their allowable weakness and rectify them.
COMMUNICATE THE VISION AND GOALS:
People need directions. Vision and goals should be clear within the organization. In order to empower the employees’ managers should make sure that vision and goals of the organization are properly communicated.
If a good decision has come from an employee, the manager should that the employee receives the credit. Monetary rewards are often not necessary. Praise given in front of coworkers is a great motivator, as it provides reorganization. The manger should never try to take credit him-that will ensure that suggestions are dry up. The recognition for the manager is in showing that he listens and acts on the ideas of others.
BE A MENTOR:
Manager who wish to empower staff need to add mentorship top their range of skills. It is not innate skills and the manger will need to undertake his training. Organization that supports empowerment must ensure that their mangers must receive necessary training. In the last a beautiful quote of Simon Mainwaring is really remarkable. He said “Brands must empower their community to be change agents in their own right. To that end, they need to take on a mentoring role. This means the brand provides the tool, techniques and strategies for their customers to become more effective marketers in achieving their own goals. ”