Founder & Inspirational Diva
2nd December 2016
When researching the term ‘personal power’ within the workplace, it’s fascinating how many articles are based around ‘power’ and ‘confidence’ but not actually using this term.
For me, the term ‘personal power’ comes from years of working within self-development. Anthony Robbins first published his revolutionary audio course ‘Personal Power’ back in 2004.
It’s within this context of breaking through personal barriers that might be hindering self-worth, self-confidence and aligned productivity that many of our attitudinal and leadership training courses find their home and success.
Having defined our definition of ‘personal power’ at inspireMe, there are many who would say that personal power sits firmly in the self-development realm and shouldn’t have any place within work.
I wholeheartedly disagree and feel that once you tap into someone’s personal power, you not only have a complete asset for well-functioning teams but a loyal employee too.
This a great tool for employee motivation. Encouraging personal power in its simplest form within your team is allowing someone to find their authentic confidence. No mean feat in the workplace when egos and fear run riot.
By giving space for staff training and development that goes deeper than your usual classroom, systems and product training, you are valuing and nurturing talent on your team.
And much more than this, you are allowing a more human element to grow within your customer service.
When people are encouraged to step into who they truly are they often take more ownership and make better decisions. People also become more respectful and open with their communication. They are more approachable and less stressed.
Fostering a culture of openness will give you a more relaxed, accepting, healthier and happier team. When put like this, you can see why, simple as this concept is, it’s a recipe for success.
The content of our training courses which instil personal power revolves around confidence, fear, authenticity, mindset, attitude and then a sprinkling of voice confidence. We explore personal brand values and drivers to truly encourage people to get the best out of themselves.
So much more than this however is bringing people around to wanting to get the best out of themselves. It’s often within this attitudinal shift that the magic happens. This is where we see true lasting, impactful change that brings our customers their return on investment.
If you want to increase productivity across all measures, you must start with the individual. If you can inspire an individual to improve behaviour you can change your culture.
As simple as the concept may be, the actuality of training in this way is weighty. People are complex. And, as soon as you put added pressure to perform in work on top of their usual baggage, it’s no wonder there is so much insecurity, passive aggressiveness, one up-man-ship and stress in the workplace.
People cannot feel empowered in a fear led culture. Nor can they feel creative, innovative or engaged in a space where they feel judged or scrutinised.
Over the past decade or so in people development there has been a sea shift in thinking. At one time people were afraid of empowering their employees in case anarchy broke loose! Seriously, I remember working at a blue-chip organisation in the late 1990’s where there was a fear that people would be too outspoken and there would be no control.
On the contrary, when people are treated with respect and given autonomy and choice within the workplace, evidence shows they step up as superstars and feel valued. If you’re looking for your guys to go the extra mile in terms of contribution, this is one of the best ways to do it!
So, what’s the recipe for instilling personal power into your organisation? And how can you do it in the most cost effective, time conscious, impactful way? If you want to empower your employees more and see the benefits in your bottom line, a training and team building programme is the way to go.
Here are my top tips to embark on your empowerment employee training programme:
The money that you spend hiring a forward-thinking training firm to support you within this culture change (and it is a culture change), you’ll get back and some in return. Taking people through personal processes can be messy.
With experienced facilitators who can provide layers of support for the whole process from top to bottom is crucial. You want an organisation that can guide you at consultancy level right through the leadership and grassroots training programme development, training facilitation, small group and 121 coaching and team building activities to boot.
Even in small organisations, change, particularly people change, takes time. Make sure you trust the process.
Clients of ours who undertake this ‘individuals within teams’ approach to learning are reaping rewards, But they dedicate at least a year to the process (in most cases longer depending on how large your organisation is).
Processes, especially people processes are usually messy. Know that your team will be in a storming period for the whole duration of the training process.
Prepare for it, make allowances for it and put in temporary systems if needs be to catch people as they try out new things and maybe make mistakes.
Some people may leave as they realise they’re not aligned with what they’re doing. Be open to your guys making mistakes as they learn – it’s the only way. It will be worth it. Before you know it, you’ll be looking at your high performing workforce with a sense of pride and gratitude.
Training your leadership first is a smart move. Not only can they support the process by having the right mindset from the get go, they can also support any cultural changes in how they lead.
Your leadership are your secret weapon when it comes to supporting your front-line guys deliver great customer service despite ongoing change.
Go onto our home page here and wait for our landing page. Sign up to get our free audiobook on how to use communication effectively to engage your team. Leadership development is key to the success of any cultural change in any organisation.
As a leader, you need to make sure you’re supported too! When you have your consultation meeting with your specialist training firm, ask them what they have in place for senior leadership and make sure you use whatever you can to support yourself while you steer the ship.
It’s so important to have touch points along the way where you can measure and reflect on your progress. Make time to take stock. Schedule in regular check ins – these can be monthly to quarterly depending on how big your project is.
Make a point of celebrating wins, communicating how things are going across the board and saying thank you to those people working hard through the changes. Have regular check ins with your consultancy company and don’t forget to provide a big splash when the programme has come to an end. This could be a soft engagement piece, like a social, or a more business focused activity like a large team build.
So, there we have it. A short guide to why embracing personal power within your organisation is a game changer.
Thanks for reading!
Written by Andrea Callanan, Founder of Inspire Me