Three Ways to Systemically Create an Empowered Culture

“A bad system will beat a good person every time.” W. Edwards Deming

Your organisation might say it wants empowered people. But are you creating the conditions where your people can be empowered?

Here are three practical ways to shift the system so people think for themselves, make smart decisions and take genuine ownership.

1. Make coaching 'the way you do things around here'

If you want empowered people, start with coaching.

Not as a development initiative for middle managers, but as a core skill for leaders at all levels throughout the organisation.

Whenever we run coaching development, leaders tell us the same thing.

They realise they weren't coaching at all. They were telling. Or directing. Or simply giving feedback.

At its heart, coaching helps people think for themselves.

It helps them find their own solutions. It builds confidence, judgement and ownership.

If you want empowerment, make coaching the norm.

2. Use performance measures that create freedom within a framework

Empowerment works best inside a clear structure.

Good performance management creates strong WHATs so your people can confidently work out the HOW.

When people know what success looks like, they stop waiting for instructions. They use their judgment. They take responsibility and they lead.

Clear measures don't restrict your people. They liberate them.

3. Stop asking people to think for themselves and then correcting them when they do

One of the quickest ways to kill empowerment is to say the right words but act in a way that contradicts them.

It sounds like:

"It's up to you, you make the decision." Then: "No, not that decision."

Or: "Bring me some ideas." Then: "That's not what I meant."

If your people take the time to think, offer a solution, and the first thing they get back is judgment or correction, here's what they learn.

Empowerment is conditional.

So they stop bringing ideas. They stop taking initiative and they wait for permission. And you wonder why?

A better response is curiosity.

"What led you to that thinking?

"What options did you consider?

"What would make this stronger?"

This keeps the ownership with them and builds confidence, not compliance.

It sends a message that really matters. You are trusted. Keep going.

Consistency is key

One final note. If you start this journey and then dial back, you'll feel the consequences for months, and potentially years, to come.

Perfection isn't the aim, but consistency is.

That means pretty much everyone and most of the time.

All in, then mostly out, is destructive.

If you want to build a genuinely empowered culture in your organisation that lifts performance and strengthens your leadership pipeline, now is a great time to take the first step. Don't wait until the New Year. Drop me an email now (richard@twentyoneleadership.com) and we'll shape the solution together.