Empowering man can take many forms. In most organizations, there are many measures can be taken without financial risk to the organization in early humans.
Among the greatest benefits for society to the smallest step - Net profit, there is the power of behaviour, enormous quantities of energy and leverage.
Ten behaviour prompted to take measures for citizens of the situation.
1 - Create an opportunity to trust. The confidence comes from the results. The results come from a combination of luck and actions. The climate allows all levels. Faster identify trustworthy people, the better. The same goes for credibility.
2 - providing recognition for the contribution. Many managers streamline not to say that the person was only doing their job. Question: Since when is the provision of a product, errors, delays and a notebook customers only "do their job?" Or give up a weekend and a family picnic to retrieve a calendar? Or to work twice for the lag correction of an error in a sensitive period of mounting for a client? Or fly to a Jobsite in a foreign country, 4 hours in advance to do with an irate customer? For the recognition of good work, accountability at all levels.
3 - Reduce the rules. The structure is important, leaves no doubt about that. But in most organizations, the rules are not clear, ignored or are obsolete. As a procedural guideline - and discretion - and citizens in the situation, providing nearing completion. Why the time and opportunity to constantly reinvent how - how - we - do - this wheel?
4 - Change significant targets and men and women, can contribute to this process. This can be messy - it is also much easier to write what to do. But authorizes the participation of all people and offers valuable data for setting goals. And in most cases, objectives, it is more aggressive, as if the boss just writing it. Supports people work harder and smarter.
5 - recognition of the results. The situation is different as a contribution laudatory, but equally valuable. When a goal is reached, allow people to go further and, through recognition of the performance goal.
6 - Development Boundary measures to certain risks. The risk aversion organizations does not imply that "certain degree of risk" to speak, and for good reasons. Nobody wants to get sacks and marked by a loan unseriöse shopkeepers, a lawyer immoral, dishonest and an accountant Vendor too aggressive. But with the creation of borders based on the worst scenario, limits on its own initiative that accountability can not survive, let alone grow.
7 - Use the occasion as a reward for performance. This should be what, but it is surprising that many organizations and people is not seen as an opportunity to reward, but as a danger. The pessimists have their place in any organization - they provide valuable points of control and healthy scepticism. But the future belongs to the optimists - the viewfinder opportunities.
8 - Ask people what they think. And then, to hear their replies. I have written before most of the most feared in the economy of words - "What do you think?" For command and control managers, these words ring as they are, their right to God. The truth is that these words authorize their chance. And the capacity of their people. If leaders can not see that the time for a change.
9 - Do not be caught by the Bums below. How many times people have bones has been described as "a little borough need? But for many round results in a blunt instrument. Each channel and head of the force had several experiences in their" universe " human beings, has the potential to reduce the effectiveness of their own - to give them a blunt instrument. Mauvais manager, bad or non mentors and existing models, and dual-use dishonest peers, bad situations - all have the potential of a person. For this reason, positive and optimistic, with the ideals and expectations are so important and motivate them. They may be negative unavoidable incidents, drivers of behaviour.
10 - Research and the promotion of differences. There is no learning without conflicts. The "empowerment" comes from different angles - and respect these views. It is often tempting to portray dissenting opinion, observation or suggestion, but offers the possibility for accommodating differences led to greater accountability - and more effective decision-making.
On the inventory of your own behavior against these ten steps. Then, do the implementation stages of a meaning to your situation and the situation of people around you. Increases the authorization is the product of these actions.
Among the greatest benefits for society to the smallest step - Net profit, there is the power of behaviour, enormous quantities of energy and leverage.
Ten behaviour prompted to take measures for citizens of the situation.
1 - Create an opportunity to trust. The confidence comes from the results. The results come from a combination of luck and actions. The climate allows all levels. Faster identify trustworthy people, the better. The same goes for credibility.
2 - providing recognition for the contribution. Many managers streamline not to say that the person was only doing their job. Question: Since when is the provision of a product, errors, delays and a notebook customers only "do their job?" Or give up a weekend and a family picnic to retrieve a calendar? Or to work twice for the lag correction of an error in a sensitive period of mounting for a client? Or fly to a Jobsite in a foreign country, 4 hours in advance to do with an irate customer? For the recognition of good work, accountability at all levels.
3 - Reduce the rules. The structure is important, leaves no doubt about that. But in most organizations, the rules are not clear, ignored or are obsolete. As a procedural guideline - and discretion - and citizens in the situation, providing nearing completion. Why the time and opportunity to constantly reinvent how - how - we - do - this wheel?
4 - Change significant targets and men and women, can contribute to this process. This can be messy - it is also much easier to write what to do. But authorizes the participation of all people and offers valuable data for setting goals. And in most cases, objectives, it is more aggressive, as if the boss just writing it. Supports people work harder and smarter.
5 - recognition of the results. The situation is different as a contribution laudatory, but equally valuable. When a goal is reached, allow people to go further and, through recognition of the performance goal.
6 - Development Boundary measures to certain risks. The risk aversion organizations does not imply that "certain degree of risk" to speak, and for good reasons. Nobody wants to get sacks and marked by a loan unseriöse shopkeepers, a lawyer immoral, dishonest and an accountant Vendor too aggressive. But with the creation of borders based on the worst scenario, limits on its own initiative that accountability can not survive, let alone grow.
7 - Use the occasion as a reward for performance. This should be what, but it is surprising that many organizations and people is not seen as an opportunity to reward, but as a danger. The pessimists have their place in any organization - they provide valuable points of control and healthy scepticism. But the future belongs to the optimists - the viewfinder opportunities.
8 - Ask people what they think. And then, to hear their replies. I have written before most of the most feared in the economy of words - "What do you think?" For command and control managers, these words ring as they are, their right to God. The truth is that these words authorize their chance. And the capacity of their people. If leaders can not see that the time for a change.
9 - Do not be caught by the Bums below. How many times people have bones has been described as "a little borough need? But for many round results in a blunt instrument. Each channel and head of the force had several experiences in their" universe " human beings, has the potential to reduce the effectiveness of their own - to give them a blunt instrument. Mauvais manager, bad or non mentors and existing models, and dual-use dishonest peers, bad situations - all have the potential of a person. For this reason, positive and optimistic, with the ideals and expectations are so important and motivate them. They may be negative unavoidable incidents, drivers of behaviour.
10 - Research and the promotion of differences. There is no learning without conflicts. The "empowerment" comes from different angles - and respect these views. It is often tempting to portray dissenting opinion, observation or suggestion, but offers the possibility for accommodating differences led to greater accountability - and more effective decision-making.
On the inventory of your own behavior against these ten steps. Then, do the implementation stages of a meaning to your situation and the situation of people around you. Increases the authorization is the product of these actions.
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