Empowerment

Empowerment

STAGE 1 - Starting and orienting the process of change
1. Sharing information
  1. Start to take initial steps, sharing information and clarify to the people their concerns
2. Creating autonomy through boundaries
  1. Use clearly and articulates goals to setting boundaries, the boundaries are important to develop the confident
    1. In a culture of empowerment boundaries define the domain within which people have autonomy
3. Replacing the hierarchy with self-directed teams
  1. A culture of empowerment means developing an relying on teams
  2. During the first stage, teams are not jet ready for self direction, the team needs develope the skills and competencies
STAGE 2 - Making changes and dealing with discouragement
1. Sharing information
  1. The second stage is disturbing, the peopple have to understand why the change is so hard, they need evidence the progress of change and all the benefits. The information can show the people the impact of their efforts on business results
2. Creating autonomy through boundaries
  1. In this stage, the teams could use the information to be more autonomus, the manager must to enlarge the rubber and help the team to determine how to get the job done.
    1. Let the teams be a little more self-directed and little more responsible and autonomus
3. Replacing the hierarchy with self-directed teams
STAGE 3 - Adopting and refining empowerment to fit the organization
1. Sharing information
  1. In this stage the information can contribute to build and manteince the responsability and trust . The information will be sharing in a collaborative mode , and this will be accesible to all the organization in accordance with the demand
    1. In order to expand and refine the trust and responsability for de decision making, the team reinforce and internalizedthe values, goals, and strategies, and they could be autonomus, so the old hierarchy will be replace with self-directed
2. Creating autonomy through boundaries
  1. The people lernend the skills and attitude of internal commitment needed to play a vital business role
3. Replacing the hierarchy with self-directed teams
INTERNAL COMMINMENT
1. Individuals define their own tasks
2. Individuals determine the behaviors
3. Managers and employees jointly define performances goals for individuals
4. Employees and managers specify the priority of individual goals and how they relate to company goals
EMPOWERMENT CULTURE
1. Visioning
2. Partnering for performance
3. Self-monitoring
4. Team responsability
5. Cross-functional structures
6. Projects
7. Coaches/team leaders
8. Team members
9. Self directed teams
10. Own your own job
11. Good judgment

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	Created by ANGELICA MARIA PERILLA MORALES over 5 years ago