empowerment
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Empowerment
Mauro A. CalcañoMay 1998
Empowerment
Empowerment
Empowerment
RELEASING THE
KNOWLEDGE,
EXPERIENCE AND
MOTIVATION
THEY ALREADY HAVE
Empowerment
THE 3 KEYS TO MAKING EMPOWERMENT WORK IN YOUR ORGANISATION
Empowerment
THE KIND OF THINKING THAT THE KIND OF THINKING THAT
LED TO PAST SUCCESS WILL NOTLED TO PAST SUCCESS WILL NOT
LEAD TO FUTURE SUCCESSLEAD TO FUTURE SUCCESS
Empowerment
Empowerment
44 CRITICAL ORGANISATIONAL ATTRIBUTES NEEDED TO BE:CRITICAL ORGANISATIONAL ATTRIBUTES NEEDED TO BE:
1. CUSTOMER DRIVEN SUCCESS BEGINS WITH CUSTOMERS
2. COST-EFFECTIVE DO FAR MORE WITH FAR LESS
3. FAST AND FLEXIBLE MAKE DECISIONS, SOLVE PROBLEMS AND
TAKE ACTIONRIGHT ON THE SPOT
4. CONTINUALLY IMPROVING BETTER TODAY THAN IT WAS YESTERDAY
AND BETTER TOMMORROW THAN TODAY
““WE HAVE TO BECOME LEANER AND BETTER,WE HAVE TO BECOME LEANER AND BETTER,
WITH FEWER MANAGEMENT LAYERS”WITH FEWER MANAGEMENT LAYERS”
Empowerment
EMPOWERMENT IS NOT NOT GIVING PEOPLE POWERPEOPLE ALREADY HAVE PLENTY OF POWER THROUGH
THE WEALTH OF THEIR KNOWLEDGE AND MOTIVATION
WE DEFINE EMPOWERMENT AS LETTING THIS POWER OUT!OUT!
Empowerment
UNLESS EMPOWERMENT
STARTS AT THE TOP,
IT’S GOING
NOWHERE
Empowerment
AN EMPOWERED MANAGER AN EMPOWERED MANAGER CO-ORDINATES EFFORTS
ACQUIRES RESOURCES
ENCOURAGES STRATEGIC THINKING
WORKING CLOSELY WITH CUSTOMERS
(Internal & External)
COACHING PEOPLE
EVERYTHING YOU DO IS TO HELP YOUR PEOPLE BE MORE EFFECTIVE AND BE
MORE PRODUCTIVE
YOU WORK FOR THEM RATHER THAN THEY WORK FOR YOU
Empowerment
THE FIRST KEY:THE FIRST KEY:
Empowerment
THERE’S NO BETTERTHERE’S NO BETTER
WAY TO SHOW PEOPLEWAY TO SHOW PEOPLE
THAT YOU TRUST THEM THAT YOU TRUST THEM
THAN TO SHARE THAN TO SHARE
INFORMATIONINFORMATION
Empowerment
PEOPLE WITHOUT INFORMATION
CANNOT ACT RESPONSIBLY
OR ACT AT ALL
PEOPLE WITH INFORMATION
ARE COMPELLED TO
ACT RESPONSIBLE
Empowerment
SHARING INFORMATION WITH EVERYONESHARING INFORMATION WITH EVERYONE::
• IS THE FIRST KEY IN EMPOWERING PEOPLEIS THE FIRST KEY IN EMPOWERING PEOPLE AND ORGANISATIONSAND ORGANISATIONS
• LET PEOPLE UNDERSTAND THE CURRENTLET PEOPLE UNDERSTAND THE CURRENT SITUATION IN CLEAR TERMSSITUATION IN CLEAR TERMS
• BEGINS TO BUILD TRUST THROUGHOUT BEGINS TO BUILD TRUST THROUGHOUT THE ORGANISATIONTHE ORGANISATION
• BREAKS DOWN TRADITIONAL HIERARCHICALBREAKS DOWN TRADITIONAL HIERARCHICAL THINKINGTHINKING
• HELPS PEOPLE BE MORE RESPONSIBLEHELPS PEOPLE BE MORE RESPONSIBLE
• ENCOURAGES PEOPLE TO ACT LIKEENCOURAGES PEOPLE TO ACT LIKE OWNERS OF THE ORGANISATIONOWNERS OF THE ORGANISATION
Empowerment
THE SECOND KEY:THE SECOND KEY:
Empowerment
BOUNDARIES AREAS THAT CREATE AUTONOMY:
1. Purpose - What business are you in?
2. Values - What are your operational guidelines?
3. Image - What is your picture of the future?
4. Goals - What, when, where and how do you do what you do?
5. Roles - Who does what?
6. Organisational structure and systems - How do you support
what you want to do?
Empowerment
VISION COMES ALIVE WHENVISION COMES ALIVE WHEN
EVERYONE ELSE SEES HOW EVERYONE ELSE SEES HOW
HIS OR HER CONTRIBUTION HIS OR HER CONTRIBUTION
MAKES A DIFFERENCEMAKES A DIFFERENCE
Empowerment
CREATING AUTONOMY THROUGH BOUNDARIESCREATING AUTONOMY THROUGH BOUNDARIES::
BUILDS UPON INFORMATION SHARINGBUILDS UPON INFORMATION SHARING
• CLARIFIES THE VISION (BIG PICTURE) WITHCLARIFIES THE VISION (BIG PICTURE) WITH
INPUT FROM EVERYONEINPUT FROM EVERYONE
• HELPS TRANSLATE THE VISION INTO ROLES ANDHELPS TRANSLATE THE VISION INTO ROLES AND
GOALS (LITTLE PICTURE)GOALS (LITTLE PICTURE)
• DEFINES VALUES AND RULES THAT UNDERLIEDEFINES VALUES AND RULES THAT UNDERLIE
DESIRED ACTIONS; WHEN VALUES ARE CLEAR,DESIRED ACTIONS; WHEN VALUES ARE CLEAR,
DECISION MAKING IS EASIERDECISION MAKING IS EASIER
• DEVELOPS STRUCTURES AND PROCEDURE THAT DEVELOPS STRUCTURES AND PROCEDURE THAT
EMPOWER PEOPLEEMPOWER PEOPLE
• REMINDS US THAT IT’S A JOURNEY, NOT A SIMPLEREMINDS US THAT IT’S A JOURNEY, NOT A SIMPLE
TRIPTRIP
Empowerment
THE THIRD KEY:THE THIRD KEY:
Empowerment
WHAT IS A SELF-DIRECTED TEAM???WHAT IS A SELF-DIRECTED TEAM???
IT IS CONSIST OF A GROUP OF EMPLOYEES WITH RESPONSIBLITIES
FOR AN ENTIRE PROCESS OR PRODUCT
THEY PLAN, PERFORM AND MANAGE THE WORK FROM START
TO FINISH; EQUAL SHARING OF THE RESPONSIBLITIES
Empowerment
EMPOWERMENT COMES FROM
TEACHING OTHERS THINGS THEY
CAN DO TO BECOME LESS
DEPENDENT ON YOU
DON’T JUST STAND THERE,
EMPOWER!!!
Empowerment
REPLACE THE HIERARCHY WITH SELF-DIRECTED REPLACE THE HIERARCHY WITH SELF-DIRECTED
TEAMS:TEAMS:
• EMPOWERED TEAMS CAN DO MORE THAN EMPOWERED TEAMS CAN DO MORE THAN
EMPOWERED INDIVIDUALSEMPOWERED INDIVIDUALS
• PEOPLE DON’T START OUT KNOWING HOW TOPEOPLE DON’T START OUT KNOWING HOW TO
WORK IN SELF-DIRECTED TEAMSWORK IN SELF-DIRECTED TEAMS
• DISSATISFACTION IS A NATURAL STEP IN THEDISSATISFACTION IS A NATURAL STEP IN THE
PROCESSPROCESS
• EVERYONE HAS TO BE TRAINED IN TEAM SKILLSEVERYONE HAS TO BE TRAINED IN TEAM SKILLS
COMMITMENT AND SUPPORT HAVE TO COMECOMMITMENT AND SUPPORT HAVE TO COME
FROM THE TOPFROM THE TOP
• TEAMS WITH INFORMATION AND SKILLS CANTEAMS WITH INFORMATION AND SKILLS CAN
REPLACE THE OLD HIERARCHYREPLACE THE OLD HIERARCHY
Empowerment
BENEFITS OF SELF-DIRECTED TEAMS:
> INCREASED JOB SATISFACTION
> ATTITUDE CHANGE FROM “HAVE TO” TO
“WANT TO”
> GREATER EMPLOYEE COMMITMENT
> BETTER COMMUNICATION BETWEEN
EMPLOYEES AND MANAGEMENT
> MORE EFFICIENT DECISION-MAKING PROCESS
IMPROVED QUALITY
> REDUCED OPERATING COSTS
> MORE PROFITABLE ORGANISATION
Empowerment
EMPOWERMENT
EMPOWERMENT
EMPOWERMENT
1. SHARE INFORMATION 1. SHARE INFORMATION WITH EVERYONEWITH EVERYONE
2. CREATE AUTONOMY2. CREATE AUTONOMYTHROUGH THROUGH
BOUNDARIESBOUNDARIES
3. REPLACE THE HIERARCHY3. REPLACE THE HIERARCHYWITH SELF-DIRECTEDWITH SELF-DIRECTED
TEAMSTEAMS
Empowerment
CONTINUOUS IMPROVEMENTCONTINUOUS IMPROVEMENT
EVERY “MISTAKE” IS AN
OPPORTUNITY TO
INCREASE
COMPETENCES
AND LEARNING
Empowerment
TTHEHE EEMPOWERMENT MPOWERMENT GGAMEAME P PLANLAN
Start with: SHARING INFORMATION WITH EVERYONE•Share performance information about the company; help people understand
the business
•Build trust through sharing
•Set up self-monitoring possibilities
•View mistakes as learning opportunities
•Break down hierarchical thinking; help people behave as owners
Then And
CREATE AUTONOMY THROUGH
BOUNDARIES:
•Clarify the big and little pictures
•Clarify goals and roles
•Define values and rules that underlie actions
•Create rules and procedures that support
empowerment
•Provide needed training
•Hold people accountable for results
REPLACE THE OLD HIERARCHY WITH
SELF-DIRECTED TEAMS:
•Provide direction and skills training for empowered
teams
•Provide support and encouragement for change
•Use diversity as a team asset
•Gradually give control to the teams
•Recognise there will be some tough times
Empowerment
EMPOWERMENTISN’T MAGIC
IT CONSISTS OF A
FEW SIMPLE STEPS
AND A LOT OF
PERSISTENCE AND
SHARING LEADERSHIP
AND ACCOUNTABILITIES
Empowerment
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