HRI Copyright 2002 Human Resources Initiatives
TRUST AND EMPOWERMENT
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Project Objectives
1. Build empowerment within the Branch.
2. Increase trust among Branch members, and between staff and the management group.
3. Build a team culture on the floor.
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Learning Objectives
1. Apply principles/guidelines for trusting others and being empowered.
2. Identify opportunities to be empowered and to become empowered.
3. Use trusting behaviours.
4. Contribute toward the growth of teamwork on the floor.
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Agenda
• Review and discuss survey data• Discuss plan• Establish empowerment and trust
guidelines• Learn to use the guidelines• Agree on period of assessment
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Empowerment
• Delegation done properly!
(Cont.)
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Manager
Employee
Delegation
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Manager
Employee
Delegation and Empowerment
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Task Responsibility
Manager
Employee
Delegation and Empowerment
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Task Responsibility Authority
Manager
Employee
Delegation and Empowerment
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Task Responsibility Authority
Accountability
Manager
Employee
Delegation and Empowerment
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Empowerment (Cont.)
• Delegation done properly!
• Assume greater or total responsibility and authority for tasks previously completed at a more senior level
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Empowerment (Cont.)
• Delegation done properly!
• Assume greater or total responsibility and authority for tasks previously completed at a more senior level
• Avoid breaking down tasks into small pieces (over specialization)
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Empowerment Guidelines
1. Identify task(s) previously done at a more senior level.
2. Identify person(s) to whom the task responsibility and authority will be passed (situational factors; career development).
(Cont.)
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3. Assign responsibilities and appropriate authority.
4. Manage workload and conflicting priorities.
5. Establish reasonable control and monitoring points.
6. Ensure appropriate coaching, mentoring and feedback.
Empowerment Guidelines (cont.)
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Control in Empowerment Cultures
Control is the basis for ensuring accountability.
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Control in Empowerment Cultures
Control is the basis for ensuring accountability.
Control methods in team and empowerment cultures must impart trust.
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Trust
Trust has become even more important because it helps us manage complexity, fosters a capacity for action, enhances collaboration, and increases organizational learning.
- Robert Shaw1997
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Trust
• Essential for:– Empowerment– Self-managed teams– Partnerships, alliances and joint ventures– Alternative work design (flexible, virtual)
(Cont.)
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Trust (cont.)
• Willingness to be vulnerable• Level of confidence and faith• Acting on another’s word or deed• Belief in goodwill of another
(Cont.)
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Trust (cont.)
• Is not:– Blind– Total confidence– Only predictability – Mechanical cooperation
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Trust (cont.)
• Is not:– Blind– Total confidence– Only predictability– Mechanical cooperation
• Trust is earned!
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Can you imagine what the world would be like,if we could not trust the food we buy, the waterwe drink, or that the people we depend on wouldnot manipulate or harm us? But the only way we can expect others to trust us is,we need to be trustworthy ourselves…
- Sidney Madwed
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Trust Guidelines• To build trust, demonstrate these
four dimensions:
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Trust Guidelines• To build trust, demonstrate these
four dimensions:
1. Evidence of lack of monitoring
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Trust Guidelines• To build trust, demonstrate these
four dimensions:
1. Evidence of lack of monitoring2. Evidence of benevolence
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Trust Guidelines• To build trust, demonstrate these
four dimensions:
1. Evidence of lack of monitoring2. Evidence of benevolence3. Evidence of openness
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Trust Guidelines• To build trust, demonstrate these
four dimensions:
1. Evidence of lack of monitoring2. Evidence of benevolence3. Evidence of openness4. Evidence of risk taking
- Mayer, Davis and Schoorman1995
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Control Guidelines for a Trusting, Empowered Team Culture
1. Create and use clear standards and outcomes. (Diagnostic systems)
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Control Guidelines for a Trusting, Empowered Team Culture
1. Create and use clear standards and outcomes. (Diagnostic systems)
2. Communicate values and purpose. (Belief systems)
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Control Guidelines for a Trusting, Empowered Team Culture
1. Create and use clear standards and outcomes. (Diagnostic systems)
2. Communicate values and purpose. (Belief systems)
3. Specify and enforce rules and guidelines. (Boundary systems)
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Control Guidelines for a Trusting, Empowered Team Culture
1. Create and use clear standards and outcomes. (Diagnostic systems)
2. Communicate values and purpose. (Belief systems)
3. Specify and enforce rules and guidelines. (Boundary systems)
4. Encourage information sharing and organizational learning. (Interactive systems)
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Control Guidelines for a Trusting, Empowered Team Culture
1. Create and use clear standards and outcomes. (Diagnostic systems)
2. Communicate values and purpose. (Belief systems)
3. Specify and enforce rules and guidelines. (Boundary systems)
4. Encourage information sharing and organizational learning. (Interactive systems)
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C’est fini
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