A Person of Influence…Empowers People

“People under the influence of an empowering person are like paper in the hands of a talented artist. No matter what they’re made of, they can become treasures.” ~ John Maxwell, Becoming a Person of Influence

Definition of Empowering People

Empowering is giving your influence to others for the purpose of personal and organizational growth. It’s sharing yourself – your influence, position, power, and opportunities – with others with the purpose of investing in their lives so that they can function at their best. It’s seeing people’s potential, sharing your resources with them, and showing them that you believe in them completely.

Qualifications for One Who Empowers Others

1. Position

“You cannot empower people whom you don’t lead.”

2. Relationship

“When you value people and your relationships with them, you lay the foundation for empowering others.”

3. Respect

“When you believe in people, care about them, and trust them, they know it. And that respect inspires them to want to follow where you lead.”

4. Commitment

“People must believe that a task is inherently worthwhile if they are to be committed to it.” ~ Edward Deci

“Many people neglect to empower others because they are insecure. They are afraid of losing their jobs to the people they mentor. They don’t want to be replaced or displaced, even if it means that they would be able to move up to a higher position and leave their current one to be filled by the person they mentor. They’re afraid of change. But change is part of empowerment – for the people you empower and for yourself. If you want to go up, there are things you have to be willing to give up.”

  1. Determine What Your Attitude Is Towards the Changes Involved With Empowering Others

QUESTIONS TO ASK:

  1. Do I believe in people and feel that they are my organization’s most appreciable asset?
  2. Do I believe that empowering others can accomplish more than individual achievement?
  3. Do I actively search for potential leaders to empower?
  4. Would I be willing to raise others to a level higher than my own level of leadership?
  5. Would I be willing to invest time developing people who have leadership potential?
  6. Would I be willing to let others get credit for what I taught them?
  7. Do I allow others freedom of personality and process, or do I have to be in control?
  8. Would I be willing to publicly give my authority and influence to potential leaders?
  9. Would I be willing to let others work me out of a job?
  10. Would I be willing to hand the leadership baton to the people I empower and truly root for them?

How to Empower Others to Their Potential

  • Evaluate them
  • Model for them
  • Give them Permission to Succeed
  • Expect it.
  • Verbalize it.
  • Reinforce it.
  • Transfer authority to them
  • Publically show your confidence in them
  • Supply them with feedback
  • Release them to continue on their own


The Results of Empowerment

“Empowerment has an incredibly high return. It not only helps the individuals you raise up by making them more confident, energetic, and productive, but it also has the ability to improve your life, give you additional freedom, and promote the growth and health of your organization.”

Empowering People Checklist

If you are a leader in your workplace, department, family, church, community, or any kind of organization, you are probably preparing to hand off some responsibilities to others. Before you officially start the process, plan your strategy for passing the baton by using this checklist (I would recommend that you copy/paste this into a Word document and keep it in your personal files to use over and over in the future).

  1. Describe the task: _______________________________
  2. Name the person to whom you will give it: _______________
  3. What knowledge does the task require? _________________
  4. Does the person have the required knowledge? Yes ___ No ___
  5. What skills does the talk require? ___________________________
  6. Does the person have the required skills? Yes ___ No ___
  7. Have you modeled how you want the job done? Yes ___ No ___
  8. Have you given the person the authority and permission to succeed? Yes ___ No ___
  9. Have you publicly given the person your confidence? Yes ___ No ___
  10. Have you privately supplied the person with feedback? Yes ___ No ___
  11. Have you set a date to release the person to continue on his/her own? Yes ___ No ___

Repeat this process with every task you intend to delegate until it becomes second nature. Even when someone you empower is successful and established in performance, continue praising, encouraging, and showing your confidence publicly.

If you have enjoyed and benefited from these blogs (next week will be the final chapter), and would like to have a copy of the book Becoming a Person of Influence, I would highly encourage you to do so. Here is a great link to get copies of the book for under $5.

LeadershipNick Braschler