employees

How it feels to be disempowered

I have just been revisiting some notes from one of our echo sessions where we start by exploring the concept of ’empowerment’ so people get a grip on why it is important to work in empowering ways and what this means in practice, it gives everyone the chance to discuss their differing views of the term and come up with ways to explain it.

One way to do this is to turn it around and ask people to think about when they have felt disempowered – what did they feel like? The results can be quite powerful and, on this occasion the group said:

Unloved, excluded, helpless, over-looked, disenfranchised, outsider, low self-worth, silenced, worthless.

They took all of these words, added a few others and turned it into a powerful piece of poetry which they then fed back to the main group to express how it feels to be disempowered:

Have you ever felt helpless, with a low self-worth,a complete outsideroverlooked and excluded?
Organisational silence – they just won’t understand
I’m left feeling under-valuedworthless and unloved
Underneath all this, I am disenfranchised
I need to be heard

What a message to people working with communities, or employing people – or just communicating with people! Of course, we would counter this by suggesting the Community Empowerment Dimensions as a framework to turn this around.

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Wednesday, May 29th, 2013 Community empowerment, Leadership

Employee engagement

I come back to this every now and again and today is one of those days. There was an article in the Guardian a year or so ago, reporting on the Global Workforce Survey and evidencing the lack of engagement amongst employees – on a massive scale.

Barely one-fifth (21%) of the 90,000 employees surveyed (in 18 countries) were truly engaged in their work, in the sense that they would ”go the extra mile” for their employer. Nearly four out of 10 (38%) were mostly or entirely disengaged, while the rest were in the tepid middle….

The survey covered many of the key factors that determine workplace engagement, including the ability to participate in decision making, the encouragement given for innovative thinking, the availability of skill-enhancing job assignments, and the interest shown by senior executives in employee well-being.

It struck me at the time that the Community Empowerment Dimensions we talk so much about have something very simple and effective to offer. They help us (and employers) to understand how we can work in more empowering ways which:

  • build people’s confidence
  • include rather than exclude
  • are open, democratic and accountable
  • build positive relationships, identify common messages, develop and maintain links and promote partnership working
  • encourage and equip people to take part and influence

Wouldn’t it be fantastic to try this out, hear and share a few stories? It just seems madness not to!

Ning1This people empowerment, improved approaches to working has always been with me and – as an aside – I was given a precious text many years ago by a fellow consultant: The Spirited Business: success stories of soul friendly companies. It is worth a look if you can find a copy!

 

 

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Wednesday, May 29th, 2013 Community empowerment, Leadership

Community engagement – value for money?

At a recent team meeting we found ourselves talking about value for money – not surprising perhaps in a time when everyone is trying to buy twice as much with half the resources they used to have. Our conversations strayed around a bit and always came back to the same no-brainer: if we work in empowering ways, we are so much more likely to have greater outcomes for more people = value for money put in!

And … if we are working with others then we are engaging in some manner or form – and we don’t want to get too distracted here by definitions of engagement. It all started to link up so – what started as a bit of a gripe about the dreadful ways in which some people communicate (or in fact don’t communicate – thinking about a recent experience of trying to sell a flat here and the untold frustration of some solicitors and estate agents) it seems completely ridiculous not to invest in an empowered workforce who understand how to work in empowering ways.

What started out as a conversation about developing some sort of generic guide to help this process ended (temporarily) as a completely re-written page on our website, so that’s a result. There is more thinking to be done and more/new/updated stories to add but for now – after 3 days of banging our heads together – we have the page!

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Wednesday, January 23rd, 2013 Community empowerment, Community engagement