Enabling Others to Act

Enabling Others

Kouzes & Posner speak of "enabling others to act." What does this mean to you?

This means giving others the tools they have to succeed, and the ability to ask questions, make mistakes, and learn from those mistakes. People who live in fear of making a mistake are not productive, inspired, trusted, or empowered, and their results will reflect these elements. Leaders who lead by intimidation or control do not inspire trust in their employees, and trust is crucial in managing effectively. It is also important to give up control, so that staff members feel more in control, and that is at the heart of "enabling others to act." The point of having a staff is to accomplish more goals together, rather than holding on to those goals and only dishing out parts in the puzzle to the staff. A selfish and controlling manager is not concerned with the growth of his or her staff members, and the results will indicate that at the end of the day. A manager who understands that empowering employees to complete their own tasks in their own way is enabling their staff to act and to be creative and innovative, and that only means positive results for most businesses and industries.

A large part of enabling others is allowing them to trust each other and their manager. Trust is important, because staff members will not put themselves or their innovations on the line if they feel they will be punished, ridiculed, or removed from the project as a result. A manager has to build trust, and has to build it between team members, too, in order to foster good, lasting relationships.

Additionally, Kouzes & Posner direct us as leaders to "encourage the heart." What does "encourage the heart" mean to you at this point?

"Encourage the heart" means that managers have to be aware that their staff members are more than just "worker bees" who come to work every day and do their jobs. Humans are social creatures, and they have lives outside the workplace. They have interests, needs, and wants, and they want to be appreciated for who they are and what they do. Encouraging the heart means that social support at work is important, too, because it motivates staff members and encourages them to think of their job as more than just a workplace, but a place where they are accepted and even celebrated from time to time. It is acknowledgement of accomplishments, large or small, and it is appreciation of those accomplishments. It can be in the form of special celebrations, rewards, or positive reinforcement. It means that staff members are part of team, and work together as a team, accomplishing goals as a team, and that they are valued. When a person feels connected to a team, and that they are appreciated, they tend to be more positive, more creative, more dedicated, and even healthier, so "encouraging the heart" can even create a healthier workplace along with happier employees. Good leaders expect the best and then appreciate it when it occurs.

What about those we lead or may lead who may be "hard hearted." How are they to be enabled?