sazraa’s Reviews > Developing the Leaders Around You > Status Update

I have found that people become empowered when you provide them with three things: opportunity, freedom, and security.

Let people handle tasks their own way, but give them as much advice (and vision) as you think they need before they get started. Make yourself available to answer questions, but don't constantly peer over their shoulders or solve their problems for them. Learning to solve problems is part of the development process.

If you want to do a few small things right, do them yourself. If you want to do great things and make a big impact, learn to delegate.

You don't even try to control how people do their jobs. There's no way to do that, furthermore, no purpose. Everyone does the job a different way, and they all want to show how well they can do it their way. The function of a supervisor is to analyze results rather than try to control how the job is done.

It is difficult for people to give up tasks they love to perform. But metimes giving up an enjoyable task is the best thing leaders can do. e question leaders must ask themselves is whether the task can be ne by someone else. If so, it should probably be delegated. The der should focus on performing tasks no one else can do, not ply on doing tasks he or she enjoys.

Successful delegators cannot simply dump tasks on their people without preparing them for the tasks. If they do, their people will fat and resent them. Instead, they must train their people both before delegating and afterward when mistakes have been made. When leaders learn to train others, they are better equipped to delegate.

Three things employees most valued:

• Appreciation for a job well done.
• A feeling that they're "in" on things
• Management understanding of their personal problems

Instruct and empower them when they need it. This gives them the means to learn, improve, and increase their contribution.
Reward them according to their contribution. This gives them incentive for their effort.

Tell them what you expect of them. This tells them how they are to fit into the game plan so they know what they should try to do.
Give them an opportunity to perform. This gives them a chance to be a part of the game plan, to carry out the vision.
Let them know how they're getting along. This lets them have an opportunity to learn, improve, and increase their contribution,

Clear and formal lines of communication must be established. An atmosphere of positive communication must be established and encouraged on a daily basis. People on the team must be made to feel that they are in an environment where it is safe to offer suggestions or criticism without feeling threatened, freely trade information in the spirit of cooperation, and discuss ideas without being negatively criticised.