Successful Leader Practice #3: Empowerment
Empowerment Isn’t Soft. It’s Smart Leadership.
Over the years, I’ve worked with leaders across industries, and there’s one pattern I keep seeing. The best ones don’t try to control it all. They trust their teams. They step back just enough to let people stretch, but not so far that folks feel abandoned.
That balance — support without hovering — is what empowerment is all about. Picture someone teaching a kid to ride a bike. You don’t disappear. You run alongside them. And then, when the time’s right, you let go.
This is the final piece in my five-part leadership series, which began with the three things successful leaders do: navigate, communicate, and empower. Powered by emotional intelligence (EQ), we’ve covered how great leaders navigate change and communicate with clarity. Now, let’s look at how they create space for others to grow.
Why Empowerment Works — and What You Risk Without It
Here’s the thing: when people feel trusted, they lean in. I coached a director once who turned her team around — not with fancy tools or a sweeping reorg — but by giving them more say in their work. She stopped solving every problem herself. Instead, she asked, “What do you think?” Within weeks, you could feel the shift. More energy. More ideas. Less burnout.
And this isn’t just a one-off. CGI, a global IT and consulting company, made Forbes’ list of Best Large Employers in 2024. Why? In large part because their people feel heard. They trust their employees to speak up and make decisions. 87% say they have work-life flexibility. 90% say the company walks the talk when it comes to values. That kind of trust is rare — and powerful.
Let’s also talk about stress. According to the American Psychological Association, almost half of workers say not being part of decisions stresses them out. That’s a lot. And here’s the good news: it’s preventable. Include people in the process. Invite their input. Show them they matter.
One more reason empowerment works? It keeps people around. Gallup’s been saying this for years — when folks feel ownership, they’re more likely to stay. That means less turnover, fewer headaches, and stronger teams.
How to Empower Your Team
You don’t empower people with an email or meeting. It’s not a one-and-done kind of thing. It’s a habit — something you do daily.
Here are a few small, real ways to show trust:
Call out the good. It doesn’t have to be a big deal. A quick “I really appreciated how you handled that call” can be more powerful than a formal award.
Let them stretch. Find something that’s slightly outside their comfort zone and give them the chance to own it.
Talk in real time. Don’t wait for performance reviews. Feedback in the moment is what helps people grow.
Empowerment takes emotional intelligence. Leaders who notice what drives their people — and respond with empathy, clarity, and calm — build the kind of trust that helps teams take risks and grow.
Here’s a story I often share: Early in my career, I gave a team member full control over a big presentation. I was nervous. It felt like a gamble. But she brought a fresh perspective I never would’ve considered — and the audience was thrilled. That one decision changed how I lead.
What Neuroscience Says About All This
There’s real science behind this. When someone feels trusted, their brain produces oxytocin — the chemical that helps us feel connected. At the same time, it quiets the part of the brain that handles fear (the amygdala). That’s when people stop holding back and start leaning in.
Research backs it up: leaders help set the tone for trust. The way they listen, give feedback, and handle mistakes sends a clear signal. When people feel that steady support, they’re more likely to speak up, take chances, stay engaged, and perform at their best.
Plus, trust boosts something called neuroplasticity — the brain’s ability to learn and adapt. When folks feel safe, they’re more likely to try new things, make mistakes, and grow from them.
This isn’t feel-good fluff. It’s how the brain works. And it’s one more reason empowered teams outperform.
Let’s Bust a Few Myths
There are a few big myths about empowerment I’ve run into over the years:
Myth 1: “Empowering people means stepping away.”
Nope. If you check out completely, your team might flounder. Empowerment means you’re still there — guiding, supporting, coaching — just not doing it all.
Myth 2: “Everyone wants to be empowered the same way.”
Not even close. Some folks crave autonomy. Others prefer structure. A good leader knows the difference and adjusts accordingly.
Myth 3: “Empowerment is just delegation.”
Not quite. Delegating is about handing off tasks. Empowerment is about building trust and letting people grow.
A successful leader avoids these traps by providing needed support, using EQ to adapt to individuals’ needs, and delegating when the circumstances are right.
Why It Matters Now More Than Ever
With hybrid teams, constant change, and less face-to-face time, leaders simply can’t be in every conversation. Your team needs the freedom — and the skills — to make smart decisions without you.
And let’s not forget diversity. When people from different backgrounds feel safe to speak up and take the lead, you get better ideas and stronger solutions. That only happens in empowered environments.
I’ve seen it over and over in my coaching work: the teams that thrive are the ones built on trust. It’s that simple — and that hard.
Final Thought
Still not sure where to start? Try asking yourself:
Who on my team could take on more?
What am I holding onto that I could let go of?
Where can I trade control for support?
Empowerment isn’t about being hands-off. It’s about being intentional — and trusting that your people will rise to the occasion.
Got your own story about empowerment? Shoot me a message. I’d love to hear it.
Please also see:
Harvard Business Review (March 2018): When Empowering Employees Works, and When it Doesn’t / Allan Lee, Sara Willis, Amy Wei Tian
Forbes (April 2024): Empowering The Next Generation: Advice For Leaders and Young Employees / Steve Jbara
The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth / Amy C. Edmondson
Learn more from Ken Meyers’ Successful Leader Series:
3 Things that Successful Leaders Do | EQ: The Cornerstone of Leadership Success | Successful Leader Practice #1: Navigation | Successful Leader Practice #2: Communication | Successful Leader Practice #3: Empowerment