1. Ch 18: Six Conditions of Empowerment Ch19: Managing Expectations Chris Pace Lindsey Weisgerber

2. Six Conditions of Empowerment – Chapter 18

3. Empowerment  Giving people the freedom of completing tasks in their own way  Involves Trust – Otherwise “Control “

4. Six Conditions Win-Win Self-Supervision Helpful Structure and Systems Accountability Skills Character

5. Win-Win Agreement I. Specify desired results. II. Set some guidelines. III. Identify available resources. IV. Define accountability. V. Determine the consequences

6. Self-Management  Understanding before taking the job.  Social Contract rather than a Psychological contract.  Gives an intrinsic value to a project.

7. Self-Management Cont… Proper execution – what ever necessary to accomplish desired results. Improper – “Win – Lose” Defeats own system

8. Application “List” All aspects of an organization. - Recruiting - Hiring – Professional Development – Compensation – Job Design – Company Structure – Strategic Planning – Mission and Goal selection - All Tactical Activities

9. Character and Skills What a person is. What a person can do.

10. Critical Character Traits Integrity Maturity Abundance Mentality - Genuinely happy for success and accomplishments of others!!!

11. Critical Skills Communication Planning and Organization Synergistic Problem-Solving - Establishes other Four Conditions of Organizational Effectiveness!!!

12. Managing Expectations – Ch 19 “…one of the major causes of “people problems”…is unclear, ambiguous, or unfulfilled expectations. Conflicting expectations regarding roles and goals cause many people pain and problems, adding stress to relationships.”

13. Conflicting Expectations: General Company mergers Marriage relations Education Parent-child relations Government relations

14. Conflicting Expectations: business Hiring and promoting Interdepartmental and entrepreneurial projects Customer relationships Stakeholder conflicts

15. The Performance Agreement A clear, mutual understanding and commitment regarding expectations surrounding roles and goals

16. The Performance Agreement Two Preconditions: Trust and Communication Five Content Elements of Win-Win Reinforcement of the systems and structure of the organization

17. Principles of Win-Win Specify desired results, but don’t supervise methods and means Go heavy on guidelines, light on procedures Mention all available resources Involve people in setting the standards

18. Principles of Win-Win Cont… Maintain trust and use discernment Reach an understanding of potential positive and negative consequences Make sure the performance agreement is reinforced by organizational structure and systems

19. The End