There is a lot wrong with the word "empowerment" even though it is usually
used with good intentions. The issue is doing "it" to someone. Personally,
I didn't have a problem with having that responsibility when I was in
operations. But whatever.
For about 5 years, it's been useful for me and my audiences to play with a
different concept:
Dis-Un-Empowerment
You cannot "empower" another but you can discover what they consider
"unempowering" (and the list can be quite long for poor performers, less
long for the exemplary ones).
Then, you can work with management to remove these un-empowering
perceptions.
See the article on Managing Roadblocks on my website for a related useful
framework. There is also a printable worksheet. Free. Feedback about your
experiences is desired, though, so take it with some responsibility! ;-)
These appear in the Resources section of the site under "Scott's Writings"
along with some other things you might find of interest.
This is a proven exercise to assist the exemplary performers in
dis-un-empowering the others who see themselves as roadblocked or
un-enabled.
I also like the "enable" frame for these same kinds of discussions. More
focused, I think, on the manager's role in all this.
--For the FUN of It!
Scott J. Simmerman, Ph.D. Performance Management Company - 800-659-1466 <mailto:Scott@SquareWheels.com>
A great source for FREE tools and training resources: <http://www.SquareWheels.com>
"Don't let the sound of your own wheels drive you crazy." The Eagles, from "Take it Easy"
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>