22 Dec True Empowerment
By Betsy Kissel, Area Manager
There is a deep need for people to feel a sense of belonging and to know their efforts are recognized, and they are found worthy. Many look outside themselves to fulfill this need through work, home, church and their inner circles.
You may wonder how some people are great at empowering others to reach their full potential. Although not everyone is naturally gifted at building others up, we can learn and practice the art of empowerment.
Everyone starts somewhere.
Leaders don’t start out in their role as the perfect leaders of great influence. They must learn from experience and rise through challenges to grow into a person who can truly help other people. To empower people, you must first be secure in yourself, which requires positive self-talk, confidence and putting others’ needs before your wants.
Empowerment has a lot to do with knowing that your life has a bigger purpose. It’s also about being intentional in serving others.
Once you know yourself and the direction you are choosing to take your life, you can truly impact those around you. Your actions impact those around you, both directly or indirectly. It is key to understand this so you can set yourself to a higher standard. Reflect on what you expect from yourself. Autonomy is also needed for those you are mentoring to have room to grow. Show gratitude for the effort they’re making and for all of the good things in your life.
Believe in others’ potential
We are all at different points in our journey at our own pace. To build a relationship of trust and understanding, we must recognize others’ motives, needs and wants. We must put our own autobiographies aside so we can reach others on a whole new level, despite our challenges and backgrounds.
Possibly the simplest way to empower someone is to recognize their potential by demonstrating your belief in them. When we look for the good in others and see their capacity to do more, we should foster it. Optimize their strength by guiding them to the right starting point and showing them how to harness their own potential. Point out the things they are doing well and give them credit. When working on areas to improve, ask them probing questions that encourage them to find solutions on their own. Do your best, but recognize that your best is not someone else’s best.
As you work with your team on plans for growth and development, check in with them regularly. Not everyone is great at goal setting or holding themselves accountable. Discipline is required and can take your mentee far if they have the grit to hold on. They probably won’t even see accountability in a positive light until they have reached a milestone they thought was beyond their reach.
Everyone has something good about them and something to teach you. Once you recognize this, you can fully show your team the good you see in them.