Leader as Empowerer

"People under the influence of an empowering person are like paper in the hands of a talented artist" - John C.Maxwell

As a leader or professional, what do you do to empower others?

What do you do to provide space, as well as support, for others to do and achieve their goals?

Empowerment is a term that is often bandied around these days, with those empowering and team members who are supposed to feel empowered not always being on the same page. Empowerment without trust and respect may not be construed in the way it was intended.

In order for empowerment to really work it is important that people are given the tools and resources to do their work, as well as the authority and responsibility to make decisions.

As you consider empowering your team:

• What barriers might they smack up against? 
• What tools and resources do they need? 
• Do they have the authority and responsibility to get things done? 
• What additional support, feedback and resources might you need to provide for them?

When groups and teams have what they need in order to do their work, and the space to do the work, it's time to step aside and as a wise colleague of mine says "micro-monitor, not micro-manage".

Have a great week,
Jennifer

Jennifer Britton
Author of Effective Group Coaching (Wiley, 2010)
Potentials Realized - Leadership Development  | Teamwork | Staff Retreats
Phone: (416)996-TEAM (8326)

Leadership - The Art of Questions

In my former work I had team members in ten countries. I learned very fast that the best skill I could have as a leader/manager was to ask great questions. Today I spend a bulk of my time in coaching conversations with leaders. Regardless of how long you have been a leader, the art of questions is critical.

I really enjoy the parts of my work that have me face to face with new leaders, whether I am leading a training or group coaching process with them. Time and time again, we come back to the basics - communication.

Here are a few tips to keep in mind with respect to the art of questions:


- Great questions are related to what is being said. That really means that we have to listen to what the person is saying to us, not thinking about what question needs to come next. Next conversation you have with a staff, really listen and trust that the right question will come. If not, pause and think about it.

- Great questions are short, sweet and to the point. When did you last get lost in a question someone asked you?

- Great questions are often open-ended, inviting someone to elaborate. Is your question designed to solicit input or is it designed for something else?

- Why questions often put people on the defensive. Why questions however are loved by "why" learners - those that learn through asking the Why?

- How questions will put people into process and may limit creativity and innovation. Try starting with a WHAT question around creativity/innovation and then move to a HOW question.

Next time you are in a conversation, reflect on how you did, AFTER the conversation (not during it). What did you do to really listen and ask great questions?

Have a great week,
Jennifer

Jennifer Britton
Potentials Realized
Coaching, Training and Consulting Services - Leadership, Teamwork, Performance
Phone: (416)996-TEAM (8326)

Leadership 365: Tips for Delegation

Effective Delegation often holds the key to managerial success and time management. What should you consider before delegating? Here are some tips to make sure delegation goes the best it can:

1. Be clear on the tasks you want to, and can, delegate. Not eveything can be delegated as a manager. What are some of the concrete activities/tasks you can pass on.
2. Consider who might benefit from the opportunity to take on the task. Do they have the skills (or stretch ability) to get it done?
3. Be clear on what the end result is expected to look like. Make sure that there is a common picture held by both of you.
4. Ensure that the person you are delegating to has the necessary resources, and authority, to complete the task.
5. Create a common understanding about time frames, success factors, and what the final product will look like.
6. Set up regular touchpoints/meetings to check in on progress and identify any roadblocks that are emerging.
7. Once the task is completed, review/identify any lessons learned.
8. Recognize and celebrate the achievement in a way that is meaningful and relevant.

Have a great week,
Jennifer

Jennifer Britton
Author of Effective Group Coaching (Wiley, 2010)