It’s About Setting people Up to Succeed
Most leaders say they want empowered employees.
What they usually mean is: “I want people to take initiative… as long as they do it exactly the way I would.”
That’s not empowerment. That’s delegation theater.
True empowerment isn’t about blind trust or motivational posters. It’s about clear structure, real authority, and leaders who don’t panic when they’re no longer the decision bottleneck.
The Ritz-Carlton figured this out decades ago. So did Peter Block. Most companies still haven’t.
The Myth That Trips Leaders Up
Small to mid-size business owners tell me two things constantly:
- “I can’t step away without things slowing down or falling apart.”
- “If I let go, it won’t be done right.”
Both can’t be true forever… unless the company is designed to rely on you.
And if that’s the case, the problem isn’t your people. It’s the system they’re operating in.
My Story: We were implementing a new operating system. I spent an intensive week learning the system then trained the team. As they learned it a couple of people offered suggestions on how to improve it. My ego got in the way, I can’t let them change it, what if something goes wrong? Once I stepped away I realized their ideas made a positive impact When I let them take the lead I learned not only did they have good suggestions but those ideas had a positive impact on company performance
The 3-Step Empowerment Model That Actually Works
Empowerment only works when three things are explicit. Miss one, and you’ll get hesitation, mistakes, or people waiting for permission they were supposedly given.
- Clear Expectations
People can’t hit a target they can’t see.
This means being specific about:
- What decisions they own
- What outcomes matter most
- What “good” actually looks like
Before:
“Just use your judgment.”
After:
“Here’s the outcome we want, the standard we’re holding, and how we’ll know it worked.”
When expectations are vague, people either freeze—or guess. Neither improves performance.
- Defined Boundaries
This is where most leaders drop the ball.
Ritz-Carlton didn’t hand out $2,000 per employee and say “Good luck.”
They defined when it could be used, why, and in service of what outcome: solving the guest’s problem, immediately.
Boundaries include:
- Spending limits
- Escalation points
- Non-negotiables (legal, safety, brand, ethics)
Before:
“Run it by me first.”
After:
“These decisions are yours. These come to me.”
Boundaries don’t restrict people. They liberate them.
- Real Permission
This is the hardest part—and the most revealing.
Real permission means:
- Leaders back decisions publicly
- Mistakes are coached, not punished
- There’s no retroactive micromanaging
Before:
“Why did you do that?”
After:
“Walk me through your thinking.”
If people are embarrassed, corrected, or overridden every time they decide, they will stop deciding.
That’s not a motivation issue. That’s self-preservation.
Peter Block called this ownership. Not compliance. Not obedience. Ownership.
Why This Changes Everything
When empowerment is done right:
- Turnover drops (adults stay where they’re trusted)
- Engagement rises (decisions matter again)
- Performance improves (work moves closer to the customer)
- The company stops revolving around the CEO
Most leaders don’t need better people.
They need better clarity.
And Here’s the Part Most Companies Miss
This doesn’t happen by accident.
Empowerment has to be:
- Designed intentionally
- Reinforced consistently
- Coached when leaders slip back into control mode (and they will)
This is exactly what I coach leaders on.
Not slogans. Not theory. Real-world systems that let companies grow without exhausting the people at the top—or the ones doing the work.
If you’re ready to build a company that runs well because of your people, not despite them, let’s talk.
And if this made you slightly uncomfortable?
Good. That usually means we’re looking at the right problem.
This is exactly the work I do with leaders.
If your business still depends on you to make every decision, solve every problem, or keep things moving, it’s time for a different leadership approach.
I work with owners and CEOs of small to mid-size companies to clarify decision ownership, rebuild trust, and create teams that can operate without constant oversight.
If you’re ready to stop being the bottleneck and start leading at the level your business now requires, let’s talk.
Email me to schedule a leadership reset conversation Harriet@trainingsoluions-hlc.com
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