“Through a better understanding of the requisite psychological dimensions for change-oriented leadership, organisations will be better equipped to effectively develop the next generation of individuals able to lead in turbulent environments. These findings have implications for leadership training which focuses on specific areas of psychological development as an alternative or complement to the traditional practice of leadership selection through personality variables.” Empowered to lead: The role of psychological empowerment in leadership. (Spreitzer, DeJanasz, Quinn. 1997)
One of the least talked about benefits of empowerment is the fact that you are not frightened of change. In fact, you positively embrace it. And building a business, making it successful in the long term, is all about changing its structure and offerings to influence, shape, and respond to market demands.
Though not all your employees will be on the same page with regards to change. Many of them will actively fear it. If they are wary of losing their jobs, changing the status quo, then their reaction to change will be both resistant (before it happens), and detrimental to their performance) after it has happened).
Handling employee engagement through periods of change is a vital element in making that change successful and profitable. Addressing those fears and allaying them is a reactive, knee jerk ploy that calms the waters in the short term, but medium to long term does not eliminate the fear element.
Teaching your employees not to be frightened of change in the first place is a much more proactive, long term solution, and will contribute significantly to the success of the many changes that your business will make over the years.
Through Thrive in Business we can coach your employees into becoming much more empowered individuals able to ride the waves of change with calmness, resilience, and more importantly their own sense of value and innovativeness.
“Empowered individuals do not wait passively for the work environment to provide direction, instead, they take a proactive approach toward shaping and influencing their work environment.” (Spreitzer, DeJansz, Quinn. 1997).
And there is more….
Psychological empowerment is important for stimulating and managing innovativeness in organisations (Conger & Kanungo, 1988); empowered individuals’ creative efforts persist despite pervasive organisational and environmental obstacles (Thomas & Velthouse, 1990); in case studies of entrepreneurial organisations, empowerment and innovation were inextricably linked (Kanter, 1983).
As a key element of the Thrive in Business programme, our Forge trainers will teach your employees to develop a greater sense of power and control over their lives – both with regards to the areas they can, and cannot, control. Having a greater sense of power and control, inextricably leads to a higher level of self confidence and self efficacy. Managing change therefore becomes dynamic, proactive, and much more engaging for all concerned.
