Empowerment Training for the Workplace

1. Use logical, financially backed rationale to gain credibility and support for change initiatives

2. Use Personal Behavioral Styles (DISC) to self-assess, read others, and adapt to their communication and motivational needs

3. Give frequent feedback that creates an environment of empowerment

4. Recognize and acknowledge decision making skills that are profitable and delight the customer

5. Reward team members that think of financial / risk factors in decision making
   

6. Create a psychological safety net to enable team members to grow

With flatter, leaner organizational structures the need to empower team members in the workplace at the closest point to the customer is necessary to achieve organic growth while neutralizing competitive thrusts. This workplace empowerment of team members must be articulated and demonstrated at all leadership levels to convince team members that they are empowered. The challenge for managers, supervisors, and leaders is to avoid historical top-down, autocratic "check with me first" management style and embrace a style reflective of good coaches, advisors, mentors, and facilitators. Leaders and managers are expected to support the workplace empowerment of team members by encouraging, instructing, guiding, and giving them advice. The power that good leaders have (the capacity that managers have to influence the behavior of team members) and work responsibilities, must now be shared with team members through the creation of trust, assurance, motivation, and support.

Good empowerment practices of sharing information, rewards, and power with team members to unleash creativity and make decisions that, delight customers, contribute to the company's financial well being, and support the vision and mission of the organization. It is based on the concept of giving team members the skills, resources, authority, opportunity, motivation, as well holding them accountable for outcomes of their actions.

The Everest Training & Consulting approach is to prescribe actions to empower the workforce. We take into account:

• Commitment by all levels in the organization is mandatory.
• Empowerment and accountability: can't have one without the other.
• Behaviors of leaders, managers, supervisors, and team members that reflect an empowered organization.
• Financial benefits of an empowered workforce.

Empowerment knowledge, skills, and abilities for good leaders:

• Describe the benefits, challenges, and setbacks of employee empowerment.
• Make savvy decisions based on the business acumen skills.
• Articulate the behavior attributes associated with sharing power.
• Be aware of human responses of fight or flight and create a safety net for critical conversations.
• Share creative decision making that identifies new opportunities to delight the customer.
• Make empowerment low-risk for team members that would rather not be empowered.
• Guide team members in decision making based on: risk assessment, unintended consequence, cost and timeliness.
• Seek feedback to ensure actions coincide with team member empowerment expectations.
  

Delivery methods: