4 Benefits of Empowering Leaders for the Organization

I recently posted on the need for leaders to delegate and some steps to doing so. (Read those posts HERE and HERE) Following this post, I asked a supposed leader in an organization for a decision from his organization. It appeared to be a minor decision. It certainly would be in our organization. I have held leadership positions in larger organizations, and it would have been a minor decision in either of those places. This leader, however, had to pass the decision up a chain of command. We eventually received a yes answer, but it took a great deal of time through several layers of people to get there. By the time we got the answer, I didn’t need it anymore. (True story.)

It reminded me of the benefits of empowering leaders in an organization.

Giving leaders the power to make a decision does four things:

1. It expedites good service for the customer.
2. It encourages leadership development within the organization.
3. It increases the productivity of the organization.
4. It keeps from frustrating customers/clients like me.

Does your organization need to release power to other leaders?What benefits do you see from doing so?

Please note: I reserve the right to delete comments that are offensive or off-topic.

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14 thoughts on “4 Benefits of Empowering Leaders for the Organization

  1. My school district is very good at empowering staff to participate in leadership. My principal most always runs things by us to allow us to give her feedback. I am blessed to work in a district that is so supportive of its teachers.

  2. Ron, your story is almost a parable capturing the experience of many within all kinds of organizations.

    I might add to your list, "it encourages your brightest and best leaders to stay with the organization."

    Why stay if you haven't any power to act?

    Do you see bright leaders leaving due to situations like the one you describe?

    Keep creating…a story worth repeating,
    Mike

  3. Ron, this is a great post, and a funny but sad story. But to what extent do you empower your leaders? And what is a good way help them understand the boundries? The reason I ask is because Michael Hyatt on his blog today tells a story of how a leader apparently felt empowered to promise something that he was not empowerd to do.