Leading an Empowered Organization was developed out of health care for health care leaders. Participants come away with practical tools and effective strategies to enable individuals to change so they can lead in ways that are effective, as opposed to restructuring aspects of the organization outside of the leader’s authority. Are your staff members are expected to function in empowered environments?
Leading an Empowered Organization unifies your organization’s leaders with a common lexicon for clarity around who is responsible, who has authority, and who is ultimately accountable in any given situation. The formula to facilitate greater personal ownership and alignment among teams is R+A+A.
Responsibility: The clear and specific allocation of duties to achieve desired results. This is a two-way process, both assigned and accepted.
Authority: The right to act in areas where one is given and accepts responsibility.
Accountability: The retrospective review of the decisions made or actions taken to determine if they were appropriate. When teams are not functioning in ways they are intended to, it is likely that one or more of the R+A+A components is out of balance. Most typically, someone is asked to take responsibility and full accountability but is not given the authority necessary to achieve what they have taken responsibility for.
Examples of Appreciative Questions and Reflections
Empowerment exists within individuals and groups who accept responsibility, authority and accountability for decisions that affect their lives and work. Leaders can create an empowered environment where others gain greater ownership and control over their work and decision making is shared. Empowered leaders demonstrate core competencies that support their effectiveness. These qualities are:
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