Module 5
Empowerment
Discover how the way we use power can help organizational performance.
- Explore how you feel about power, and your use of personal power as a manager and leader.
- Learn how these issues thrust deep into your organization - into your employees' commitment into their work mission.
This module is designed to address a core issue in determining both managerial and organizational competence. The issue is "Power" and how individual managers feel
about it and use personal power in performing their managerial duties.
Power and authority are a part of our working lives no matter what type of organizations we are in. We all exercise power, even though organizational
leaders are most often seen as having and controlling power.
Nothing has a greater impact on managers themselves, their direct reports, and their organization, than how they manage and share their power.
Research confirms that a manager's power style differentiates the truly productive manager from their less productive colleagues.
This module helps to:
- Discover the effects of power dynamics
- Identify why individuals want power
- Understand the benefits of power sharing
Specific objectives for Module 5:
- To demonstrate and experience three different power styles through the use of interactive video-based exercises;
- To introduce research-based models for analyzing power dynamics (style issues as developed by Robert Blake & Jane Mouton and motivational issues as reported by David McClelland & David Burnham);
- To provide feedback on one's personal need for power (power motivation) coupled with feedback from direct reports concerning their perception of why the manager seeks power and how he or she uses the power available (power style).
- To allow participants to consider specific areas where they need to give more decision making power to others;
- To introduce a tool that can be used by participants with employees to ensure the proper structure for empowerment can be formulated. The tool enables the manager and employee to set clearly defined roles and mutual expectations during the "hand-off" process;
- To help participants set S.M.A.R.T. goals related to improving empowerment practices and form specific action plans related to these goals - turning learning into action.
- To coach participants on how they can conduct a meeting with those who gave them feedback. Participants are encouraged to get together with those co-workers who have rated them in order to share the concepts learned in the module, opening up effective discussion and creating a forum for action planning with their team concerning the subject matter of this module.
