We've all experienced it —either asking or receiving a question that is answered with: “I want you to feel empowered.” It’s easy to say, but what does it really mean? Why did the person need to ask for input in the first place?
Empowerment is a popular leadership buzzword, but it often falls short in practice. I’ve had moments where, despite my best intentions, my teams felt stuck, lost, or unable to perform because the right support wasn’t fully in place. Simply telling someone they’re empowered doesn’t magically create the conditions for it. Without the right tools, environment, and guidance, teams can quickly struggle.
As project leaders, our role is to speed up decision-making, remove obstacles, and set our teams up for success—not leave them to navigate challenges alone. When your team asks for input, it’s not a lack of initiative. There's always an underlying reason. Instead of brushing it off with “I want you to feel empowered,” ask yourself: What’s stopping them from acting independently? What’s missing? Offering clear, actionable feedback—what I call “Go do” feedback—is crucial for all employees, whether junior or senior. It provides a tangible path forward and builds confidence.
True empowerment doesn’t mean leaving teams to fend for thenselves. It requires structure, resources and leadership support.
1. Clear ownership, priorities, and accountability: Teams need to understand exactly what they’re responsible for and how their work ties into larger goals.
2. Resources and autonomy: Teams need the right tools, support, and the freedom to meet their goals without unnecessary obstacles.
3. Cross-team alignment and sponsorship: When collaboration across teams is required, leadership support is essential to ensure alignment and clear any hurdles.
4. Support for a ‘disagree and commit’ culture: Empowerment isn’t about achieving consensus on every decision. Friction is both normal and healthy. Leaders must create an environment where disagreements can be voiced, but team members ultimately commit to decisions made by those accountable. The goal is to drive swift, effective decision-making—not endless debates.
The bottom line: if your team asks for input or a decision, you must provide it. Simultaneously, investigate and address what’s preventing them from feeling empowered. More often than not, you’ll find that the conditions for empowerment aren’t fully in place, and it’s on you to step in and fix it.
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