The world of work is changing, has changed. But what about you? Are you just sitting at work blaming your boss or the organisation you are employed by for the lack of career opportunities?
If you want to feel good at work, you need to empower yourself to take responsibility for your career. In my workshops and speaking events, I often liken this to taking control of your Bus of life. Many of us are sitting in the back seat, blaming other people for the direction our career is heading. This makes us feel resentful and frustrated.
However, you can take the choice to empower yourself to get up from the back seat of the bus and step into the driving seat. Taking personal responsibility for your career is the opposite of blame. It means not making excuses, or attributing circumstances to external events, unfairness or bad luck. It means looking at what you need to do and taking responsibility to do it yourself. It is recognising that you are in charge of your own destiny, whether it is at work or in your personal life. It is also acknowledging and accepting that you are responsible for the choices you make, the way you behave, the actions you take and the way you think and feel.
In my book 'The Confidence Coach' ( www.theconfidencecoachbook.com) I dedicate a whole chapter to being confident in your career from the point of interview to 'business as usual' at work. In addition, one of the favourite questions I like to ask during team building days is 'What three things do you need to do to take back responsibility at work'.
It is interesting to see the reaction on people's faces when they realise that they do have control of the way they feel at work each day and they can choose to go 'upstream' or 'downstream' each day they walk into their office.
For more information on how Lisa can help your team feel empowered and take responsibility, please see either www.howtoempoweryourstaff.com or www.amazingcoaching.com.au
Lisa Phillips is an award winning speaker, facilitator and confidence coach. Lisa appears regularly on TV and works with organisations and individuals assisting them to feel good and become confident and empowered.
1) Managers don’t really understand what employee empowerment means. Empowerment has become a bit of a 'Buzz Word' and it is common in organisations Managers to have a lack of understanding of what Employee Empowerment really means. In working with Organisations on Empowerment, I often suggest that an empowerment session for Managers is a priority before moving on to running workshops on empowering teams and staff.
2) Employees do not trust the Manager. Seriously, if Employees don't trust the Manager then why should they risk taking decisions or take on more responsibility? I once worked with a team where the Manager 'empowered' his staff by encouraging them to improve processes. However, every time his staff approached him with a new process idea, he would simply discard it, state he was too busy to look at it and fail to provide any feedback. Yes you have guessed it, they literally just gave up on empowerment and were left feeling resentful and frustrated.
3) Managers micromanage the work of employees. This often happens because the Manager does not trust the staff to make good decisions. This is often due to the Managers resistance to relinquishing control to staff for fear of 'what may go wrong'.
4) Management by Abandonment. This is when the Manager abdicates all responsibility and accountability for decision making and literally hands it over to staff who may have little understanding of what is really expected of them.
5) Staff take on extra responsibilities without praise, acknowledgement or compensation in some way. If this is happening in your organisation, don't expect results from employee empowerment. It is a basic value or need of human beings to be acknowledged for extra work and responsibility.
To find out more about how Empowerment expert Lisa Phillips can assist in empowering your Manager and staff, check out www.howtoempoweryourstaff.com.au or www.amazingcoaching.com.au
1) Fear of delegating. Many staff and managers don't like delegating because they fear other people will have more control. This often steps from insecurities in the manager and a fear of what would happen if they ' let go' It's good to remind people that you are they are not training people in order to be replaced, but letting go to allow them to be self responsible and stand in their own personal power.
2) An empowered organization starts with empowered management. This includes hiring staff who possess a healthy self esteem. If your management team is filled with negativity, low morale and distrust, this will not motivate staff to do business in a productive and positive way. Empowerment training often needs to begin from the top.
3) Inflexible Management Empowered staff require flexible management. Staff will easily lose motivation and enthusiasm if any attempts to suggest ideas, be creative or improve productivity are shut down immediately. Failure to feedback to staff on ideas put forward will also suppress empowerment.
4) No sense of Contribution or Making a difference.
Making a contribution is a key human need. Therefore, valuing the opinions and ideas of each employee encourages empowerment. If staff feel there ideas are not listened to or take seriously, they will quickly switch off to making any type of contribution.
5) Poor Communication In empowered companies, the lines of communication are open and well defined. Fear of the unknown and poor communication channels can lead to mixed and confusing messages and demoralized employees.
Lisa appears regularly in the Media, on TV, Radio and Print.