Patty McCord is my spirit animal.
For over twenty years, I have found myself alienating many a person in my field of “human resources.” It started with my simple premise back in the 90s that humans are NOT resources but rather that they are the lifeblood of your company. Since then, I’ve carefully chosen the CEOs and companies I’ve worked with, understanding that if they don’t “get it,” there’s ultimately no way for me to have an impact. Several years ago, when the famous Netflix culture deck went viral, I ceased feeling like I was rolling a giant culture-rock up a mountain by myself. Netflix and their incredible Chief Talent Officer Patty McCord were not just at the forefront of helping their own company to understand how to embrace and embody their culture; they were paving the way for countless others.
I have continued to follow her through the years, and remain inspired by her no-nonsense, candid point of view. Not too long ago, I heard her on the great Seeking Wisdom podcast and found myself nodding at nearly everything she said. However, when she started talking about the notion of “empowerment,” I found myself in emphatic agreement.
Here’s the gist, from my point of view: if you think about it, the concept of empowerment is rather silly. I do not have a magic wand in which I can bop you on the head and magically deem you to be “empowered.” I mean, sure, I can hand over the reins and put you in a position of authority, but it’s the spirit in which I grant that power, and what you chose to do with it that really matters and ultimately determines how powerful you actually are.
Let’s start by exploring why we aim to empower people in the first place. Often, it is because we are attempting to engage them, and in doing so, creating more opportunity and exposure. In reality, though, you can’t truly hand over some power to another, when you still ultimately own it yourself. You are subtly sending the message, “Yes, you have some power now...because I gave you some of mine.” It doesn’t feel very good when you peel back that layer of the onion, does it?
If you are leading your people effectively, they are primed to add impact, innovate and lead. We either then choose to nurture that dynamic - or stifle it by trying to impose too much control. When we chose the latter, we stunt all those good characteristics. I would sure hate if someone did that to me.
Instead of granting people sub-optimal power, try really focusing on engaging with them. Rather than the notion of “Poof!...I’ve empowered you!” (which candidly isn’t engaging at all), rethink the intent. When you are truly engaging someone, you are providing them with additional support, guidance, perspective, etc. In other words, you are sharing the tools and leadership for them to become even more successful, NOT just handing over a little bit of power.
True engagement comes with trust, clarity of vision, intelligent decision-making practices, and a firm understanding of how each person contributes to the greater goal. Empowerment, on the other hand, suggests, “I’ve given you some power...now go figure it out.” Managers shouldn’t waste their time trying to empower people; great people already are empowered. Instead, focus your efforts on providing them with the values set, vision, tools, and support they will need to succeed. Then get out of their way and let them thrive.