Empowering the People

Why can it be hard for some people to delegate? Delegation requires letting go; it requires trust and releasing not only the task, but the outcome to someone else. For many, it feels like letting go of power but actually, it is a greater sign of leadership when the leader empowers others to grow. This reliance on the team builds faith and trust in the leader.

One of the greatest mistakes in delegation is giving someone the task to accomplish, but not giving the person the authority to lead the task. Responsibility for a task can be given, but unless it is partnered with authority the person is powerless to issue orders or make decisions. When a person is given a task it is very important that all parties involved know the role of the leader and the leader’s position of authority. When authority is given, accountability is expected, which allows for clear evaluation of the task and the person responsible. As a leader, it is their responsibility to set someone up for success. Do not abdicate the task or role to someone who will ultimately fail due to lack of support. The outcome of the scenario will result in disappointment and perhaps dictate future involvement because of the lack of the support given in the past.

People make mistakes. There needs to be a willingness to walk alongside a team member and work through the process to evaluate what went wrong and give the ownership back to the person to make corrections. Trust is a huge factor in empowerment!

Knowing the people in the church, their strengths, their skills, spiritual gifts, and acquired skills will help identify the right person for the right task. Release the task completely; don’t give only part of the task to the person, but clearly state the expectations and the timeline and given written guidelines for the job required. Assumptions are the lowest form of knowledge. Assume nothing and communicate everything!

Some tasks require project managers and others require great relational builders. Project managers are strong leaders but have a tendency to leave a trail of "dead bodies" along the project’s road to completion. We all know them and every church has them. Going back to repair hurt individuals after the task is complete is not a pleasant undertaking, so knowing the best leader for the task is imperative. Recognize the goal, the desired result and choose the leader accordingly. Be selective because time at the front end saves damage control at the back end.

A caring leader is involved in the lives of their people, not just the task. People don't leave caring, supportive environments; they will leave projects and programs. Investing in the lives of others creates a culture of efficient and productive people. It is far more profitable to keep current leaders rather than finding new ones and starting training all over again. Knowing your leaders on a personal level is a great gift of endearment to an individual. Others leaders will work harder and longer for someone who treats them with value and affirmation. When a key leader is able to transfer leadership of the vision it builds character, strength and value to the person’s role. Engaging others in execution, listening to their ideas and implementing them from their perspective empowers others and ultimately the realization of the vision. Give credit where credit is due.

Caring for those within the community, including the empowerment and developing of leaders and members of the congregation, is vital for encouraging change.

Cultivate to Motivate

Motivation is a key piece to success. Those who get up every morning committed and passionate about what they do create a greater potential for success and reaching goals. Systems can help provide motivation because they allow people to work more efficiently and effectively in their role. However, greater motivation needs to come from within. If the environment is conducive to producing motivational behavior then it is a win for everyone.

Rewards can motivate people to work harder and in turn, can raise self worth. The rewards do not have to be monetary, but instead public recognition and the invitation to participate in activities that demonstrate that their opinion is valued can also motivate individuals. Self respect and recognition are two basic human needs. Knowing how the reward matches the need of the person is as important as giving the reward in the first place. Through a motivational environment, empowerment will become a reality for those a leader supports by providing tools and resources without taking away responsibility and authority.

Information empowers people, so it is imperative that a leader sets clear expectations, communicates feedback and is always available to answer questions. Setting people up for success is crucial to a motivational environment. People want to work and volunteer where they are valued and they want their work to be valued and appreciated, too. Feeling needed in the process to reach the goal will increase participation.

It is time to let go and loosen the reigns, empower the people and wait to be amazed at how it shapes the Kingdom.

This week's article is written by Charles Stone (www.charlesstone.com), author of the new book, People Pleasing Pastors. Submitted by Russ Olmon, President of Ministry Advantage, Inc. For more on this and other helpful subjects, go to www.ministryadvantage.org.