6 Reasons a Leader Won't Empower

I was working with a group of new managers the other day on the 3 Pillars of Impact. The conversation on the 3rd Pillar, Empower Others, really got traction as this young group of future leaders couldn’t fathom managers not wanting to empower their teams.
 
In a way, their naivete made me smile as I remember those same feelings as I began my leadership journey. What seems so obvious to you can be oblivious to others or worse yet, known and ignored!
 
I thought I would use this time to recap what we discussed and share with everyone as a gentle reminder for you as you are engaging teammates. To be aware of your engagement level with others and always finding time to take a breath, step back from the situation, and remember why you choose to be a leader.
 
The first 3 reasons are understandable and can be corrected through education, communication and practice.  
 
They Don’t Know How
Many times, this comes when people are promoted up through the ranks quickly without much time spent in training, or they are long-term contributors that are used to working alone. They feel responsible and have a track record of getting things done. They may know how to delegate tasks but are not comfortable sharing the “why” or even know what it looks like as they tend to focus on what is in front of them.
 
They Will Lose Control
There is a fear that comes with empowering others and getting out of the way. What if it goes south? What if they choose a different path than what I think we should travel? It’s my job on the line so I’m responsible. That’s not how I would do it. You are probably familiar with those thoughts and sometimes they are overpowering and it’s hard to push them aside and have confidence in others.
 
They Don’t Trust Their Team
When people have come up through the ranks and established a track record of success, it can be challenging to put the same amount of trust in others that you have in your own ability. Also, there may be perfectly good reasons that there isn’t the trust needed to empower. An inexperienced team that doesn’t have the appropriate skills (yet!) or the confidence to execute, would be a disservice to empower them to move forward without greater guidance, direction, support.
 
Now these are a little darker reasons and ones that you wish, in today’s world, you wouldn’t have to mention, but they are just as prevalent today as when I started in the workplace over 30 years ago. They are all related and typically stem from a personal feeling of inadequacy.
 
Jealousy
Some leaders don’t want to turn over the reins in case someone else will get credit. They don’t take satisfaction in the growth of others that they were able to foster instead they feel resentment that someone else is getting glory that should have been theirs.
 
Insecurity
They lack confidence in their own ability and don’t want to make it obvious by having others step up. They want to be the “boss” and are afraid of losing that title if others show what they are capable of doing when given the opportunity. 
 
Ego
They want all the focus on them. They don’t want to hand over the mic or share the spotlight. They see empowering their team as taking the attention and focus off them. It also comes into play when a person feels that they don’t need help, they can do it all. Which may be true, but the power of empowerment is the impact it has on the growth & development of others, not just on the results.
 
A leader who is charged with the growth of an organization, and more importantly with the growth of the people, is doing a disservice to both if they don’t embrace empowerment. As I repeatedly say, Leaders Lead, and it is best modeled when Leaders can prepare their team to take the wheel on our journey, Beyond Today.

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