Leaders: get out of the way


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“Empower” is a word that is coming into greater usage by many who manage people. I like to think this is a sign of how much the modern manager is acknowledging the importance of authority and accountability being more diffuse in the workplace and that old-style hierarchies have outlived their effectiveness. I have noticed sometimes, however, that when I hear someone use the word in particular contexts, I bristle slightly, so I have done some thinking as to what that’s about. Without wanting to get into a whole semantic debate about what it means exactly (because like many words, it is tinged with our own subjectivity), I think there is a mindset to which the word alludes. Naturally, I also bring my own experiences and understandings to the word, so I am not presuming to set out the definitive meaning.

When I hear someone talking about empowering staff or their team and they describe what they mean, the word that springs to my mind is “enable”. The two terms are often used in dictionary definitions of each other and sometimes listed as synonyms. While they are closely related and sometimes interchangeable, I see a subtle but very important difference between the two when it comes to workplace authority and accountability. I think there are some nuanced differences that illustrate different types of leader behaviour in a workplace that is becoming increasingly “democratic” and where power is shifting from the top to become more spread throughout teams and organisations.

In a world of networks and interconnectivity, I believe that nobody can empower us; we do that ourselves. Nobody who took part in the January 25 movement in Tahrir Square was empowered by Mubarak and his cronies, they took it upon themselves to take to the streets and demand something different. In the world of work we can also empower ourselves, not in a “let’s man the barricades and overthrow the dictator” kind of way, but more in a “I’m bringing all of myself, my creativity and my initiative to work” kind of way. I believe this is a call for leaders to get out of the way. We hire people for their expertise and capabilities so please, let them bring their whole selves to work and let’s get out of their way. If some managers didn’t play the kind of power games that demotivated people, they could spend less time wondering how to increase motivation and engagement and more time with a gentle hand on the tiller, keeping an eye on the big picture, providing the means and opportunity for people to work well and letting people get on with what they hired them for. This is not to say that leaders should ditch their responsibilities and just let people do whatever they want, but that the activities of a leader should be more focussed on ensuring that everyone who works for the organisation has a clear line of sight to the vision and that they are provided the means with which to contribute to this big picture. A leader should develop the capability to tune into people and work out which ones need more guidance and coaching, which ones need a lighter touch, which ones work best with frequent encouragement and which ones need clearer structure and discipline, which ones thrive on autonomy and initiative-taking and which ones work best when given more direction; in other words, find out how you can best be of service to the individuals and teams who you lead and don’t take a cookie cutter approach with everyone. This, for me, is not about empowering though.

I bring my understanding of the word “empower” from my days as a therapist when I was working with clients whose lives were characterised by a deeply felt lack of power, or potency, in their lives. They were not the star of their own life stories, in other words. They were subject to decisions made by child protection authorities or social service authorities or parental authority or some other kind of powerful person or statutory body which held sway over important aspects of their day-to-day lives. While it is true that so many people in their lives were the agents of disempowerment, it seemed to me that to presume that I could empower them was just the opposite side of the same coin. For many people, bosses at work also hold this position. In my role as a therapist and in my current role as a change facilitator, it seems a little paradoxical to me that I would be in a position to empower anyone. Empower, to me, presumes that the one who empowers has the power to begin with and grants it to the other; it reinforces a paradigm of power and control to which the other person is subject. If I am the granter of power, there is still a power imbalance. This relationship presumes that I hold some kind of hierarchical authority over you and that, only by my good grace, are you exercising any authority. While I am in the position of granting power, I remain in the position of taking it back. I came to see myself as more of an enabler and facilitator, so that the other person could develop the resources within themselves to take up greater potency in their lives. For someone to gain authentic power, it was important that they were the agents of their own empowerment and that I get out of the way of them doing that.

In that world of therapy and personal growth, the term “enable” has come to take on a pejorative meaning. It is often used to describe those who permit unhealthy behaviours to carry on. For example, someone who enables an alcoholic is someone who doesn’t confront them or provides the means for them to carry on abusing alcohol. An enabler is considered someone who provides the means or opportunity for someone to engage in their addiction and thus carry on with their destructive behaviours or attitudes. While I agree that it means to provide the means and opportunity to do something, I see it from its etymological meaning of to “put in ability”. Rather than call it enabling, I would classify those manager behaviours that inhibit each person taking responsibility for themselves as colluding. If you are rescuing, lecturing, shaming, controlling, punishing, needlessly micromanaging or living in denial about what staff do, you are probably not enabling nor empowering in my book.

I see a key responsibility of leaders as providing the means, support and guidance for people to do their jobs well and then to get out of their way. In the same way that enabling an alcoholic is getting out of their way so that they are able to carry on with their destructiveness, enabling people at work is about getting out of their way, but so that they can carry on with what we hired them for. For me, enablement implies trust.

Even though the two words, empower and enable, are often used interchangeably, it is important for me to be clear in my mind of the subtle differences that make a big difference to how we relate to people. The one, empower, emphasising power and a world view that hierarchies hold greater sway than relationships and interactivity between nodes on a network; the other, enable, emphasising capability development and a world view that, when fully able, people can put their abilities to good use.

Empower seems limited to the granting of authority, which can be rescinded when it suits the holder of power, while enable seems much broader to me. It encompasses what someone does to ensure that others have the requisite capabilities and skills to carry out a job well, to take up their own power (potency) and when necessary, showing them the door to gaining new capabilities and skills. It seems to be more akin to equipping and supplying than conferring power. Once equipped, the enabler can then get out of the way and let the person access their own power to get on with it.

I would say the following activities count as enabling, or “getting out of the way” behaviours:

Setting boundaries: clarifying limits of authority and accountability so that people know what they are responsible for and what they are not. It may be necessary for a leader to delineate where various bucks stop, but once boundaries are set, people can be freed up to exercise initiative. Set boundaries too tight and you end up micro-managing. Set boundaries too loose and you get confusion and anxiety. Like Goldilocks’ porridge, they should be just right.

Managing team dynamics: shining a light on relationships and networks and encouraging their connection and interaction. The enabling manager knows that teams sometimes need a watchful eye to assist them with potential conflict or difference. The enabling manager will not, however, need to be an interloper, speaking on behalf of people or protecting people from each other.

Showing trust and belief: behaving in ways that let people know you trust them to get on with it. It is true that for some folks, work is just a thing to earn money and is not a source of personal satisfaction or meaning. However, for those folks who are looking for a sense of achievement, trust them to work things out for themselves. It is important to set out the parameters of what needs to be achieved, but trust folks to do it in their own way. If you want to tell someone what to do and exactly how to do it, why not just get a robot? Let people prove themselves and stretch their initiative muscles.

Being available: for advice, guidance, information, as a sounding board. Letting people get on with it does not mean abdicating your interest or your involvement in what goes on from day-to-day. Having an open door also does not mean being there to solve every operational problem to the extent that you never get your own work done.

Communicating respectfully: communication should be open and mutual. This includes being authentic with people and letting them know how their actions affect you and others, being humble and encouraging them to do the same with you, keeping open lines of mutual feedback.

Coaching people to learn from mistakes: when someone makes a mistake, an enabling manager will work with the person to work out what went wrong, why it went wrong and ensure that they have the capability and awareness to prevent a repeat. Punishing or blaming may not teach someone what they need to learn so it doesn’t happen again. A plan for professional development, however, will.

Encouraging problem-solving: letting people bring their creativity to work. None of us is smarter than all of us, goes the adage. Given the means and opportunity, people and teams will apply themselves to solving the problems that affect them, rather than default to a chain of command that doesn’t have all the answers. Encourage a culture of creativity, collaborative problem-solving and engagement in the issues that affect everyone’s working lives.

Don’t get between people and their work. Let work be a place where people can extend themselves, be themselves and learn for themselves. Get out of the way please.

Republished with author's permission from original post.

John Wenger
John Wenger is one of the Directors of Quantum Shift. He has a background in education, counselling and management of commercial and not-for-profit organisations. He brings a passion and understanding of learning and human behaviour to his current work in organisational learning and development. He has a particular interest in uncovering solutions which get people to be less stuck and more creative in their workplaces.


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