LEADERSHIP, EMPOWERMENT, INFLUENCE – Part 2
By Bryan Arzani
To empower others, we must first recognize their potential. Potential—having the possibility of being great. Note that this doesn’t mean the person is already at the top of their game. It means the possibility is there.
To recognize this means you look for other characteristics in a person. You assess engagement, calculated risk-taking, the questions asked, and skill level. Then you create the environment which would help develop this person. You remove obstacles. You provide support.
Let’s say you have the opportunity to grow a person into another skill set and role. You would do the following: determine their motivation for growth, assess skills sets, create an environment where they can practice these skills, validate their efforts, teach the technical aspect, and enhance skills. You literally create opportunities for them to practice these skills in order to move into the new role.
This does require trust for the empowerment to be successful. You must have trust in the person you are developing. You trust they will work to develop new skills and be successful. Your employee must trust you….in that you will support them, while still gently nudging them to move to a different role.
It’s important to discuss development with a person over the course of several months. You don’t just suddenly say something to the effect of “I’ve been watching you and think you could move into Role X7”. Or, you don’t just say, “I’ve had extra work handed to me by the Board. I want you to take over Role X7”. These statements send a message that you are moving the person to a different role to make things better for you. Not a trusting message to send!
To learn more about how to practice this understanding, contact Results Group, LLC at www.ResultsGroupLLC.com or 515-330-2866.