Ten Steps For Implementing Empowered Leadership
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Kim Olver
May 9, 2013, 7:00:06 AM5/9/13
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Please consider this free-reprint article written by:
Kim Olver
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Article Title: Ten Steps For Implementing Empowered Leadership
Author: Kim Olver
Word Count: 602
Article URL: http://www.isnare.com/?aid=269714&ca=Business
Format: 64cpl
Contact The Author: http://www.isnare.com/eta.php?aid=269714
Easy Publish Tool: http://www.isnare.com/html.php?aid=269714
*********************** ARTICLE START ***********************
Empowered Leadership is based on the work of W. Edwards Deming and William Glasser. It is a way of managing people to ensure the best quality product or service while taking good care of the human capital providing that product or service. These are the ten steps to doing so:
1. Create a work environment that is physically, emotionally and spiritually safe for employees. Eliminate discrimination and oppression. Discourage gossip and foster an environment of safe risk-taking.
2. Help employees to feel connected to the mission and vision of the agency, to their teammates, to you as their supervisor and to administration. Communicate the vision and mission often and each employee�s role in it. Care about each individual employee and make sure they know you do. Foster cooperative teamwork. Help administration see the positives of your employees.
3. Ensure your employees feel cared about�that their lives matter, not just their work output. Notice when something is off and ask about it, leaving room for the employee to keep it to him or herself if he or she chooses to do so. Provide flexibility with work/life balance. Lack of appreciation is the main reason employees give for leaving their jobs. It�s not money.
4. Listen to employees� ideas and implement those that are possible and make sense. Let your people know you value and respect their opinions and input. Decrease complaints by requiring each complaint be accompanied by at least three possible, reasonable solutions. Respect your employees as integral, contributing workers in your company. Communicate your employee�s importance, value and worth on a regular basis.
5. Allow your employees as much freedom as they can responsibly manage. You will give less to new employees and more to seasoned workers with a proven track record. Fight the urge to micromanage. Let your workers know what you want and allow to determine how they will provide it to you.
6. Provide your employees with choices. Allowing workers at least three options will increase cooperation. People do not like feeling there is no choice in a situation. It generally breeds anger and frustration.
7. Create opportunities for employees to have fun at work. Do not discourage play-making at work unless it becomes excessive. A little fun can make the day go faster, relieve stress and consequently, improve the output of each individual employee.
8. Ensure your employees have valuable and useful training so they can not only perform their jobs but also be promotion-ready. Not having useful training is one of the main reasons employees give for leaving their jobs.
9. Communicate the usefulness and purpose of what you are asking your employees to do. They must understand how their tasks will benefit themselves and the company. People who are asked to do things they don�t perceive as useful or things they don�t understand won�t do their best work.
10. Ask your employees to evaluate and constantly improve the quality of their work. Work together with your employees to develop production standards for quality. Ask your workers to evaluate their work against the standard and constantly look for ways to improve what they and the company does.
When you implement these Ten Steps in your workplace with the team you supervise, you will be amazed at the results. You will be providing the balance needed between the quality of the product or the service and the people who produce it. Striking this balance will allow you to get the most out of every employee you supervise.
About The Author: Kim Olver, LPC is an executive coach, staff development specialist, public speaker and consultant. She has developed and revolutionary process called Inside Out Empowerment, designed to help leaders become more effective from the inside-out. Free mastermind group: http://www.insideoutempowerment.com
Please use the HTML version of this article at:
http://www.isnare.com/html.php?aid=269714
*********************** ARTICLE END ***********************
- To distribute your articles go to http://www.isnare.com/distribution.php
- For more free-reprint articles go to http://www.isnare.com
Message delivered directly to members of the group:
publish-the...@googlegroups.com
*****************************************************************
Please consider this free-reprint article written by:
Kim Olver
*****************************
IMPORTANT - Publication/Reprint Terms
- You have permission to publish this article electronically in free-only publications such as a website or an ezine as long as the bylines are included.
- You are not allowed to use this article for commercial purposes. The article should only be reprinted in a publicly accessible website and not in a members-only commercial site.
- You are not allowed to post/reprint this article in any sites/publications that contains or supports hate, violence, porn and warez or any indecent and illegal sites/publications.
- You are not allowed to use this article in UCE (Unsolicited Commercial Email) or SPAM. This article MUST be distributed in an opt-in email list only.
- If you distribute this article in an ezine or newsletter, we ask that you send a copy of the newsletter or ezine that contains the article to http://www.isnare.com/eta.php?aid=269714
- If you post this article in a website/forum/blog, ALL links MUST be set to hyperlinks and we ask that you send a copy of the URL where the article is posted to http://www.isnare.com/eta.php?aid=269714
- We request that you ask permission from the author if you want to publish this article in print.
The role of iSnare.com is only to distribute this article as part of its Article Distribution feature ( http://www.isnare.com/distribution.php ). iSnare.com does NOT own this article, please respect the author's copyright and this publication/reprint terms. If you do not agree to any of these terms, please do not reprint or publish this article.
*****************************
Article Title: Ten Steps For Implementing Empowered Leadership
Author: Kim Olver
Word Count: 602
Article URL: http://www.isnare.com/?aid=269714&ca=Business
Format: 64cpl
Contact The Author: http://www.isnare.com/eta.php?aid=269714
Easy Publish Tool: http://www.isnare.com/html.php?aid=269714
*********************** ARTICLE START ***********************
Empowered Leadership is based on the work of W. Edwards Deming and William Glasser. It is a way of managing people to ensure the best quality product or service while taking good care of the human capital providing that product or service. These are the ten steps to doing so:
1. Create a work environment that is physically, emotionally and spiritually safe for employees. Eliminate discrimination and oppression. Discourage gossip and foster an environment of safe risk-taking.
2. Help employees to feel connected to the mission and vision of the agency, to their teammates, to you as their supervisor and to administration. Communicate the vision and mission often and each employee�s role in it. Care about each individual employee and make sure they know you do. Foster cooperative teamwork. Help administration see the positives of your employees.
3. Ensure your employees feel cared about�that their lives matter, not just their work output. Notice when something is off and ask about it, leaving room for the employee to keep it to him or herself if he or she chooses to do so. Provide flexibility with work/life balance. Lack of appreciation is the main reason employees give for leaving their jobs. It�s not money.
4. Listen to employees� ideas and implement those that are possible and make sense. Let your people know you value and respect their opinions and input. Decrease complaints by requiring each complaint be accompanied by at least three possible, reasonable solutions. Respect your employees as integral, contributing workers in your company. Communicate your employee�s importance, value and worth on a regular basis.
5. Allow your employees as much freedom as they can responsibly manage. You will give less to new employees and more to seasoned workers with a proven track record. Fight the urge to micromanage. Let your workers know what you want and allow to determine how they will provide it to you.
6. Provide your employees with choices. Allowing workers at least three options will increase cooperation. People do not like feeling there is no choice in a situation. It generally breeds anger and frustration.
7. Create opportunities for employees to have fun at work. Do not discourage play-making at work unless it becomes excessive. A little fun can make the day go faster, relieve stress and consequently, improve the output of each individual employee.
8. Ensure your employees have valuable and useful training so they can not only perform their jobs but also be promotion-ready. Not having useful training is one of the main reasons employees give for leaving their jobs.
9. Communicate the usefulness and purpose of what you are asking your employees to do. They must understand how their tasks will benefit themselves and the company. People who are asked to do things they don�t perceive as useful or things they don�t understand won�t do their best work.
10. Ask your employees to evaluate and constantly improve the quality of their work. Work together with your employees to develop production standards for quality. Ask your workers to evaluate their work against the standard and constantly look for ways to improve what they and the company does.
When you implement these Ten Steps in your workplace with the team you supervise, you will be amazed at the results. You will be providing the balance needed between the quality of the product or the service and the people who produce it. Striking this balance will allow you to get the most out of every employee you supervise.
About The Author: Kim Olver, LPC is an executive coach, staff development specialist, public speaker and consultant. She has developed and revolutionary process called Inside Out Empowerment, designed to help leaders become more effective from the inside-out. Free mastermind group: http://www.insideoutempowerment.com
Please use the HTML version of this article at:
http://www.isnare.com/html.php?aid=269714
*********************** ARTICLE END ***********************
- To distribute your articles go to http://www.isnare.com/distribution.php
- For more free-reprint articles go to http://www.isnare.com
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