it or detest it. This debate is understandable because the desire for power and influence

runs deep in our human psyche. We all want to have the power to control, decide, and

organize our work the way we want to. We need power to function and be successful so naturally

people want it, will guard, it and are usually very cautious with it. We have a natural tendency

to want to control our destiny and success.

So what does empowerment mean? Simply put, it is the extent to which someone provides

the encouragement, tools, and authority to others, enabling them to use their power,

talents, and abilities effectively. It is not just allowing people to do whatever they

want to do.

When we buy into empowerment, we buy into an agreement that we will still respect processes,

standards, accountability, responsibility, the rights of others, and align ourselves

and our actions with organizational values. With empowerment, we agree to shun bureaucracy,

cumbersome rules and policies, and politics. We agree to coach others to “do” good,

rather than “look” good. We also agree to reduce dependency and helplessness.

However, it is not wise to flood people with autonomy and freedom to do whatever they want

to do. We need to take it one step at a time and allow empowerment to unfold. We have to

be alert as coaches and not horde or withhold power out of fear or self-interest. As people

develop, we must allow them to make decisions and solve problems, and complete assignments,

while working with a shared vision, a common goal, and a clear definition of parameters.

As coaches, mentors, and leaders of today's organizations we can either work synergistically

with empowerment or resist it. We have the choice to see it as an asset or an anchor.

When appropriately applied empowerment can make work more exciting, fun, rewarding, and

highly productive. When misapplied, work can be uncertain, risky, chaotic, and inefficient.

If our organizations are to be successful, we need bright and observant people who can

be self-starters and take the initiative to get things done. The bottom line is empowerment

helps us tap into the talents, experience, and ideas of others allowing organizations

to unlock new levels of performance.