Managerial Competencies - Empowering Others

Empowering Others

    Positive Indicators
  • Delegates responsibility, clarifies expectations and gives staff autonomy in important areas of their work.
  • Encourages others to set challenging goals.
  • Holds others accountable for achieving results related to their area of responsibility.
  • Genuinely values all staff members' input and expertise.
  • Shows appreciation and rewards achievement and effort.
  • Involves others when making decisions that affect them.
    Negative Indicators
  • Keeps responsibilities to self.
  • Gives assignments without independence.
  • Provides insufficient direction.
  • Discourages initiative.
  • Takes on too much personally/becomes personally overloaded.
  • Consults only when necessary.
  • Fails to stretch people.
  • Makes self indispensable.

Sample Questions

    Describe a time when you successfully empowered someone to carry out a task.
  • How did you enable them to carry out the work?
  • How did you follow this instruction up?
  • What would you do differently next time?
    Tell me about how you have set goals for a team member in the past.
  • How did you communicate them?
  • How challenging were the goals?
  • What involvement did the team member have?
  • How did you monitor them?
    Describe a specific example of when you have involved others when making decisions.
  • How did you go about making decisions in that group situation?
  • What did you do that was particularly effective?
  • What were the advantages of this approach?
  • What did not work so well?
  • How did you ensure that you made the best use of people's contributions?
    Give me an example of when you have solicited the contributions of others in your team.
  • What was the specific situation?
  • What reasons did you have for soliciting the contributions?
  • What feedback have you had on the way you consult with others?
  • In what situations are you less likely to consult widely with others?
    Thinking of a specific example, how do you typically go about delegating tasks to others?
  • What did you do that was particularly effective in your approach to delegating?
  • What would you do differently if you had the chance?
  • How do you think you could improve your delegating approach?
    How do you typically reward team members for their efforts?
  • Give me a specific example of when it has been particularly important to reward a team member.
  • Why was this important?
  • What did you do that was effective?
  • How did you deal with the possible consequences?
  • When are you less able to reward the efforts of others?
    Describe a time when, in hindsight, you could see that you provided more detailed direction on an assignment than was necessary for the person involved.
  • What kind of direction did you provide?
  • How did this affect the person?
  • What would you do differently next time?
  • What do you consider when deciding whether to give a person detailed direction versus independence with an assignment?
    Thinking of a specific example, how do you normally go about providing others with the power and authority to accomplish a task?
  • What feedback have you had on how successful you were in your empowering?
  • When have you been least effective at empowering others in the past?
  • What sort of accountability did you expect from