Step 1: Hold a series of one-to-one conversations with each of your team members until there is total alignment on Performance Expectations. This step is crucial to successful empowerment. There needs to be total alignment between you and each of your team members in terms of what an outstanding performance from each team members looks like in your eyes . Two aspects of performance needs alignment – Skill and Will. The Skill is the level of technical competence that your team member needs to bring to their role. The Will level is how they will apply their skill to achieve the expected level of performance and it includes such things as their behaviors, their ability to collaborate with colleagues and their ability to build high trust relationships with all of their team members.
Step 2: Set a ‘Stretch Assignment’ for your team member. This step involves selecting an assignment that you wish to delegate to your team member which will challenge them to grow and contribute at a higher level of performance and contribution. This is what creates the need for your team member to come to you for Mentoring and Coaching.
Step 3: Invite your team member to bring their challenges to you on a regular basis where they will receive the correct level of support from you. Sometimes you may need to provide some direction to them , sometimes they may need some Mentoring and sometimes some Coaching may be the correct support option. It is really important that you, as their Coach and Manager are clear on the difference between Mentoring and Coaching.
Here is a link to a short video on the difference between Coaching & Mentoring … https://vimeo.com/326772350/93b5e08789
Gradually, transition your support from Directing, to Mentoring, to Coaching and to finally arrive at effective Delegation of the additional responsibility.
Final Note: For Empowerment to be effective, all interactions with your team member must be judgement-free where mistakes are replaced with learning and increased competency and self-confidence.
