Empowerment and autonomy: Defined
Empowerment involves granting individuals the authority and responsibility to make decisions and take ownership of their work. It is not a single, one-time event. Nor is it merely delegation. Instead, it’s part of an ongoing process that requires a leader’s careful encouragement and support – as well as a certain level of empowerability on the behalf of an employee.
Autonomy relates to providing individuals with the freedom and independence to take ownership of their work. It results in them making decisions without constant supervision. It isn’t a leader simply setting a task and leaving an employee to it.
Implementing empowerment and autonomy
Often, organisations proclaim their intention to “empower” their teams, but true empowerment must go beyond mere rhetoric. It can never just be a buzzword.
Empowerment demands a business to establish a culture of trust and open communication. As a consequence, individuals feel encouraged to voice their ideas and take calculated risks. Applying this approach fosters a sense of belonging, as team members recognise that their opinions and contributions are valued, leading to increased satisfaction and dedication to achieving organisational objectives.
Moreover, autonomy encourages dispersed leadership within an organisation while maintaining the importance of open dialogue and group commitment. Leaders also serve as coaches and mentors. They must provide guidance and support as individuals move towards greater empowerment and autonomy. It is when leaders create a culture of continuous learning and growth, that they empower their teams to embrace challenges and approach them with resilience and creativity.
Finally, while autonomy may imply independence, it must never be isolation. The overall success of autonomous teams depends on their ability to collaborate and interact with their wider organisation too. Autonomous teams thrive when they maintain constant communication with other departments including the sharing of knowledge in addition to aligning all their efforts towards common goals. Conversely, the organisation should actively participate in this dialogue without seeking to influence it. Doing so helps ensure the structure and authority of autonomous teams is preserved.
Emphasising responsibility and maturity
Empowerment does not mean passing the buck or shirking responsibility. While authority may be dispersed, accountability must remain at its source. Similarly, autonomy is not a blank cheque. It requires maturity and awareness of the boundaries within which teams operate.
Incorporating these principles enables high performing teams to navigate the boundaries, thriving in the space created for them. These principles are then internalised within the team, empowering individuals to create new spaces for their own autonomy and empowerment and how to make it work for them.
For example, imagine an IT implementation project, where a manager encouraged team members to make decisions within their own areas of expertise – so developers could pick appropriate tools, while testers designed their own test strategies. Having this autonomy would allow them to manage their own workload without constant supervision, fostering a culture of trust. As a result, a highly collaborative environment where knowledge was freely shared could be created. The manager, despite having a highly autonomous and empowered team, could still be present as a mentor, reassuring team members to have confidence in their ability – further empowering them to take accountability for their work.
How Goldcrest Partners can help you
By understanding the true essence of empowerment and autonomy, individuals and organisations can forge a collaborative path to success. They can embrace accountability and have a well-established, shared commitment to achieving common goals. In aligning empowerment and autonomy with a compelling vision and supporting them with effective leadership, organisations can unlock the immense potential of their teams.
If you would like support in nurturing these concepts within your team, Goldcrest Partners are on hand to help. We have experience in helping leaders encourage their team members to work autonomously, by empowering them with the knowledge, skill sets and boundaries they need, to help their wider team achieve their aims. Call us today so we can start your team’s journey to optimise productivity.
