For those of us who work in a corporate environment, you may
be familiar with the concept of empowerment, which was almost a fad a couple
of decades ago. But is it still
relevant, and what does it matter for the people in our organizations? Read on.
Within companies, empowerment was a new way of dealing
with employees. The idea basically was
that employees would be “empowered” with the ability to make certain decisions
on their own, rather than needing to go to a supervisor or manager. There are several works on the topic, but some
I feel are useful are by Ken Blanchard.
With co-authors, he wrote two books on the topic: Empowerment takes
More than a Minute (1996, 2001) and 3 Keys to Empowerment (1999). His recent work, Leading at a Higher Level (2006, 2009), which has been mentioned in previous Notes, also devoted a
chapter to the topic. The first book is
probably most important, as it introduces the concept and three key elements
that make it work. It does so in the
style of his One Minute Manager series, with a fictionalized story. The second is a follow on giving further
information on implementation.
The important thing to keep in mind is that empowerment is
not “giving power to people.” This is
(and was) a frequent misunderstanding.
Empowerment was always about fully engaging people, allowing them to
make use of their own knowledge, experience and motivation to get things
done. To allow them to be more than just
automatons.
So, what then are the 3 keys? They are: share information with everyone,
create autonomy through boundaries and replace the old hierarchy with
self-managed teams.
And frankly, these should not be radical concepts. I would even say that if you understand the
concept of servant leadership, this works within that philosophy. And in membership organizations, this is how we should be working
already.
Sharing information with everyone. By and large, why should any information be
kept from members? Now, there may be
some information that does need to be kept for reasons of privacy (information
about the organization's employees, for instance) or legality (contracts, court cases and the
like). But most information should not
be kept hidden. Members should know what
is going on in the organization. How it
is doing? What are the finances? When information is kept from members, this
should be a sign that something is wrong.
Create autonomy thru boundaries. Well, what are these boundaries? These boundaries are things like purpose,
values, goals, roles and the like. Many
topics we’ve covered in past Notes. Organizations benefit by defining these
things and making sure everyone knows these.
These are done thru items like bylaws, rules & regulations, standing
rules, goals & objectives, organizational plans and the like. Again, organizations suffer when they fail to
define even basic things OR they define them but then either keep them secret
from the members or fail to inform their members of them.
Replace the old hierarchy with self-managed teams. In most companies, you have a top-down
“command & control” hierarchy. Many
companies have found that by replacing them with self-managed teams and
empowered individuals, they are much more successful. Within organizations, the same is true. Having a top-down, command & control
structure, where the members have little or no power (other then maybe
selecting their leaders), there are problems.
When members understand and recognize that it’s the members are the ones
who have the power and should be the ones involved in decisions that things are
better. Also, most organizations have
things getting done by committees made up of these members, allowing for more
people to be involved and help make things happen. It has the added value of getting more people
engaged and allow the organization to benefit from the diverse talent of its
membership.
So, while in general the concept of “empowerment” may seem
to apply mainly to a business environment, I think that most of them can also
be applied to member organizations, which I tried to illustrate above. As noted, the issue is that in member
organizations, the members are the ones who should hold the power, but too
often organizations do not operate that way (sometimes this is due to the
members not understanding that this is how it should be done). Thus the power is often times taken by those
who lead or run the organizations.
Taking a different view of all this, empowerment can also be
applied to what is known as “youth empowerment”. Youth empowerment is about enabling youth to
have a say in their development as individuals, to give them a voice in the
process, and provide them opportunities to grow and develop as
individuals. And is that NOT what we
should be doing in youth organizations? Youth
empowerment takes on several forms as well.
There is the concept of “student-centered learning- approach”
within education, where the focus is the needs of the students, rather than
what those running the education (teachers and administrators) think it should
be. To a degree, the open-ended approach
of some youth organizations fits in well here. This allows for the youth to focus on what it
is that interests them, and enable them to become more knowledgeable in that
area.
There is the concept of “service learning”, which is a
method that links learning with service.
Instead of just doing service (say a service project), you then link
that service to an element of learning and reflecting. So doing a leadership challenge that links in
service could fall into it. I’ve heard
the term “service learning” of late, but not within the scouting world.
There is the concept of “youth leadership development”,
which we should all be familiar with within scouting, as this is seen in our
courses such as ILSC, NYLT, NAYLE, Kodiak Challenge and the like. Actually helping youth develop as leaders. We both teach them leadership, and we give
them the chance to be leaders, not just within the crew, but with opportunities
at higher levels. To use a
phase that was briefly used in Wood Badge: “Teach Them, Trust Them, Let Them
Lead.”
So hopefully one can see that there is much more to
empowerment. Let’s see how we can apply
this in our units.
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