“Empowering those around you to be heard and valued makes the difference between a leader who simply instructs and one who inspires.” By Adena Friedman

All leaders want people who show initiative by taking on and completing tasks with little guidance. In order to do that leaders need to empower people which is not always easy when there are many initiatives to balance, lack of time and guiding employees  that are facing personal challenges. Below are tips and tricks I have learned and continuing to develop as I grow as a leader.

  1. Cultivate Open Communication: This can be done many ways and needs to be often referenced back to help employees continue to feel safe. One way to cultivate open communication is having an open door policy. Employees can come in anytime the door is open if they have a question or an idea. During this time, the leader needs to stop doing what they are working on and listen. This is not always easy as you as a leader also have items on your plate and to do items to be done but it is something that needs to be done. I know I am not the best at this but hoping that writing about it will help me practice what I preach! Another way to cultivate open communication to empower others is to building a community of authentic feedback. We do this as a team through reviewing all our work as a team so that many eyes are on it and we are always producing our best content. This does not happen over night and will make some employees uncomfortable but over time they will open up as they see that it is a safe learning environment. The other great part of this approach is that it nudges people to produce their best work because they know others will be looking at it with a different “eye.” Just like how students produce better work when they know they have an authentic audience verse just the teachers.
  2. Be Transparent: I feel that the more transparent you are, the easier change becomes and it empowers people with the right information . This doesn’t mean as a leader you don’t filter things to protect employees. For example, for me, I do not tell employees things until they are facts! There are often times many rumors floating around and I will address that with them because they are just that…rumors. If I know a change or changes are going to occur but the leaders above me have not made final decisions, then I do not tell them what could be, I tell them the facts, there are going to be some changes and they are not sure what they are. Another way I am transparent is by having an employee handbook for our department so that each person knows what is expected of them and there are no surprises. If I make a change to the handbook, it is something that we have discussed as a team.
  3. Show Appreciation:  Everyone likes to feel appreciated and for many that empowers them to want to do a good job for the team. I like to show appreciattion differently so they see that I truly care about each one of them (I may be bias but I do have the best team).  Sometimes it is through celebrations at our staff meetings, sometimes it is a thank you note on their desk while other times it is a favorite treat. I also like to do team appreciations such a making breakfast  or getting pizza for them or doing a fun activities such as bowling. It is important to note here something I have recently learned as well, you may feel you are doing a good job of showing apprciation but that does not always mean other on your team feel that way. It is important to try to find out how they view apprecition too.

As always, I would love your ideas and feedback because leadership is always something I am trying to improve my craft in.

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