Principles that Drive Practices Leading to Better Empowerment

1.  True professionals proactively and respectfully earn empowerment rather than wait for it—planning, stating intent, getting feedback, improving, and working with cooperation….
2. Best-Self Servant Leaders state intent, expectations, and parameters to boost initiative and trust, decrease confusion and conflict, and improve preparation and promotion aimed at mission, desired results, and great teamwork.
3. Leaders who leave lasting legacies puts tools and systems in place to motivate good people to do the right things automatically (even when they are not present), such as plans, assessments, and rewards that align hiring, training,  working, and leading.
4. People Development Professionals (HR, training…) have plans and best practices in use to inspire and guide them as well as coach others (if the people do not have plans that align them to the organization’s plan, where else would you start if you want to improve inspiration and focus on desired results?).
5. Assessing employee satisfaction is good, though helping people assess and develop attitude and ability proves more powerful and will influence satisfaction in themselves as well as the organization.

Note: #4 Leaders need to make sure HR and training people have systems in place that support principles because good HR professionals can influence the leaders and all others in the organization. Without good people development programs and best practices, leadership and performance fluctuates more with changes in roles. They should make sure people have at least a basic plan with a positive performance evaluation and improvement process, plus a compensation and promotion system that rewards what leaders of the mission and values say they value. With good systems, leaders and professional team members focus on desired processes more often. It’s one of the requirements of a Best-Self Leadership Organization. David