Much is written about empowerment, and the way in which the approach can unlock performance, creativity and initiative.  The headlines below give just a very brief outline of the empowerment approach and why it might be particularly relevant in the University context:

Leading through empowerment involves:

Thus, an empowerment culture requires high levels of trust, respect, and communication between leaders and those led.  It starts from the assumption that individuals have the ability to achieve the agreed outcomes but relies on the manager to provide feedback, guidance, coaching and support where needed. 

The key attributes of a successfully ‘empowering’ leader (very similar to our own leadership attributes!) are:

The two most important of which have been found to be:

The approach uses SMART Objectives:

But focuses on defining measurable outcomes, not outputs!  You can find further guidance on objective setting here.

The empowering leader embraces the importance of giving feedback regularly and effectively:

The empowering leader:

Thus, there are no surprises, and the individual grows in confidence in their role (and so will the leader!)

The empowering leader approaches performance enhancement discussions by:

The empowering leader motivates their team members by:

Further reading on empowerment can be found in the Leadership and Management pocketbooks.

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