Ian Kearny writes:
>" I am Campaigning to eliminate the notion that empowerment is something
>that is given .... Empowerment is something that is earned ."
>
>My view , and many challenge it , is based on the classical management
>model which suggests " Input leads to Process and Process leads to Output
>" . My view is that empowerment is an Output and is a natural result of
>items mentioned by Rol such as trust , confidence , etc . These are a
>result of good Input and Process and lead to empowerment .
I agree. However, I still believe empowerment is an Output of management
which serves as an Input to an employee who is responsible for a Process
who then can produce an Output. It's a matter of perspective. By
definition, empowerment is, "to _give_ power or authority to; to
authorize....to enable or permit." Especially in "paternalistic"
organizational structures, one must be allowed or authorized to do
something/anything outside their specific job description. Those of us
who are self-empowered; i.e., we take it (empowerment) if it isn't
forthcoming (and maybe the problem is, "those of us" are the ones in this
discussion); we aren't the ones needing permission/authority. Therefore,
it's simply harder for us to comprehend what it's like to be in a position
to know what should be done, but we lack the wherewithall to get it done.
>In my experience the alternative view , that empowerment is an Input which
>will lead to the right Outputs , frequently results in what Joe quite
>correctly described as " a frustrating and excuciating process for those who
>would be empowered and those who would empower "
I believe WE need to look at our role in enabling our subordinates
(assuming a heirarchical organizational structure) so they can be ready to
be empowered. Enabling includes training, confidence building, practicing
ala microworlds, etc. In other words, our business should be practicing
the "Leaders' New Work." We should be "designing the learning processes,"
we should be the stewards of our organizations, the teachers of our people
in the ways of shared visions and dialogue (ala Senge or Bohm). We are
not necessarily "made this way," but we must choose to participate in ways
that we can be comfortable with, that is, being responsible for our words
and our deeds.
Every once in a while, y'all manage to get my attention and I feel
compelled to respond. If I ever step on any toes or any feelings, I can
assure you it is not my intent. I relish this forum for exchanging ideas
"near and dear to my heart."
-- Ginger Shafer The Leadership Dimension "Bringing Leadership to Life" vshafer@azstarnet.com