Simon Sinek in his book on leadership, Start with Why, wrote the following:

There are leaders and there are those who lead. Leaders hold a position of power or authority, but those who lead inspire us. Whether they’re individuals or organizations, we follow those who lead, not because we have to, but because we want to. We follow those who lead, not for them, but for ourselves.

I recall working for a leader who led. He was enjoyable to be around. I followed him not for him but for myself. I was inspired to work hard, take the initiative and be creative with my responsibilities.

Last week I talked about why some leaders may hesitate to empower their followers. This week, as promised, we will look at how leaders can empower their followers.

I want to begin by defining empowerment so we can clearly establish what a leader is trying to achieve when intentionally empowering followers.

Leadership is first about those you lead and secondly about the results you achieve. So, are you focused on the task to be accomplished or the people under your leadership who accomplish the task? Many successful leaders will tell you that it was only when they became people-focused that they were able to achieve the success they did.

Some leaders hold to a popular idea which says, “When you show up for work, leave your personal problems at the door.” If this was possible you would not have embezzlements, affairs, fights, drugs and alcohol abuse in the workplace. Many leaders who hold that point of view do not want to know about the personal struggles of those they lead. Very often these same leaders are seen as uncaring and demanding.

It is unrealistic to expect the employee whose child is home sick, or who found out over the weekend that their spouse is having an affair with their best friend, to show up to work and check their personal problems at the door. Yet too many leaders expect those they lead to respond like this.