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