“Ronald Reagan was the best executive I ever worked for because he told his staff that he would only do those things that only the President of the United States could do.  And he meant it.”

Herb Meyer

Deputy Director of the CIA under Ronald Reagan, and Vistage Speaker

Almost every book on leadership speaks to the topic of empowerment, and how it is one of the key factors in company growth, organizational health, and employee job satisfaction.  It has been my observation that there is a lot of talk about empowerment, and not a lot of actual empowerment.  There are lots of reasons for this.  Two big ones come to mind:

1) Bosses want their employees to “feel empowered,” but also fear that given too much freedom, people will screw up.

2) Employees want to “feel empowered,” but they fear screwing up, so they keep asking the boss “what do you want to do.”  This irritates the boss.

As a result, I have put together this definition of empowerment – one you’ll remember for a long time, because it is a picture.

Every employee knows the “box” in which they are authorized to operate, and know with 100% certainty that they will be supported by their supervisor, no matter where they operate within that box.

One way to define the box is to build a table of situations based upon the “Empowerment Tree” model.

THE EMPOWERMENT TREE

Leaf decisions – decide, take action, don’t tell me about it.

Branch Decisions – decide, take action, tell me about it.

Trunk Decisions – decide, talk with me before you take action.

Root Decisions – Bring the problem to me with your recommendations, we will decide as a group.

GROWING THE TREE

Every time there is a boss-to-direct-report conversation about a decision, decide what level of decision it is, and put it into the table (maintained by the direct report). Periodically review the table.  As a direct report grows in capability, move decisions towards the leaves. Use the developed decision trees in job descriptions and responsibilities.  Review and move appropriate decisions towards the trunk with new hires.

How is empowerment defined in your organization?  How do you know? More importantly, HOW DO THEY KNOW?