A Coaching Power Tool By Brett Amundson, Leadership Coach, UNITED STATES
Empowered vs. Inhibited in Coaching
This power tool is designed with leadership coaching in mind, but the concept can be applied to any situation.
The feeling of empowerment comes from a sense of self-confidence that an individual has the authority and agency to take actions based on what they feel is appropriate given any situation. In the workplace, it is often associated with the practice of motivating yourself or others to accomplish important goals or objectives. In a more personal context, it has to do with feeling a sense of ownership of one’s destiny and the decisions made that impact their lives.
The opposite of empowerment can be characterized by an inhibited feeling where a person does not feel they have the permission or authority to make decisions or set their own course. This often comes from a lack of self-confidence that may be due to a person not knowing what to do or being held back. No matter the cause, an inhibited person is not feeling in control of their lives which can lead to loss of motivation, lack of self-respect, and many other negative thought traps.
Empowered vs. Inhibited in Leadership
In leadership, empowering habits prioritize trust, communication, development, recognition, and collaboration which fosters a sense of engagement, and innovation within individuals and teams. Inhibiting management habits stem from micromanagement, poor communication, lack of developmental support, neglecting recognition, and maintaining hierarchical structures, which result in disempowerment, demotivation, and decreased performance. By recognizing and cultivating empowering management habits, leaders can create environments where employees feel valued, motivated, and empowered to reach their full potential.
Examples of empowerment include:
- Autonomy to make decisions and take ownership of results in a safe environment.
- Ability to take on activities with a sense of confidence and understanding of objectives and desired outcomes.
- Being able to accept constructive feedback and consider how you can make changes as necessary.
- Seeking growth opportunities, even if you feel you have a handle on things.
- A willingness to collaborate with others and share your experience and wisdom.
Examples of being inhibited include:
- Not trusting in yourself or others when undertaking activities.
- Feeling micromanaged to the point you are paralyzed with inaction.
- Not understanding the immediate or long-term goals of your efforts.
- Feeling unappreciated despite giving a solid effort.
Coaching leaders to empower their teams starts with establishing a baseline for the level of trust between the leader and team members. Trust is the foundation of empowering individuals to take ownership of their responsibilities without fear of failure when the best efforts are put forward. By recognizing employees for their efforts and prioritizing their own growth a leader is investing positive mental capital that builds high-performing, fully empowered teams.
Questions that can be asked of leaders seeking to empower their teams:
- What does it mean to have trust in someone?
- How do you create a space of trust?
- How do you know you trust your team?
- How do you set expectations?
- What techniques do you use for giving feedback?
- What form of feedback do you think works best for being constructive and helpful?
- How do you recognize good behavior?
