The Empowering Leader
A team is empowered when they feel safe operating self-sufficiently in their role. In this workshop, we examine what leaders need to do to ensure everyone has the freedom and security to perform without undue fear or confusion. Leaders will develop a team accountability system and improve how they respond to the team when challenges arise. This helps the leader truly lead instead of getting stuck in micro-managing.
Results / Skills / Analytics
Vision / Strategies / Concepts
Systems / Tools / Practice
Culture / Support / Discussions
Agenda & Activities
Empowerment Assessment (10 minutes) This analysis identifies the level of empowerment on each leader’s team.
Pre-event Consult (30 minutes) The team leader and facilitator review group information, align on outcomes for the event and discuss other details to ensure a successful program.
Welcome & Warm-Ups (10 minutes) Your Atlanta Challenge facilitator welcomes participants and sets expectations and ground rules for the day’s events.
Intro Challenge (10-20 minutes) We jump right into the pro- gram with a thought-provoking activity that gets the group working together and thinking about what they want to get out of the program.
The Teamwork Compass® (15-20 minutes) We lead an interactive conversation about the key ingredients of successful team- work. We use this metaphor throughout the program to increase familiarity with this powerful tool and create a culture of success.
Empowering Leadership (60 minutes) After reviewing the four foundations of a successful team — leaders look at how they are currently supporting, or possibly undermining, their team’s ability to follow through in each category. The four skills they will develop are:
- Radical Candor: The ability to give people direct and honest feedback in a way that does not stifle performance or cause people to withhold information.
- Accountability Systems: Knowing who is doing what, when, and why, and following up early enough to detect and prevent issues.
- Growth Plan: Supporting each team member as they grow rather than punishing them if they fail.
- Supportive Culture: An environment where the team knows the leader is looking out for them, not waiting to pounce.
The Hot Seat (45-60 minutes) In small groups, each leader presents their action plan. Their peers provide feedback and offer suggestions for improving their strategy. These insights from other leaders in the same organization are vital.
Final Teamwork Challenge (20-30 minutes) This challenge demonstrates the need for focus. The conversation afterward reviews the content from the day and practical applications in the real world.
Closing Debrief & Wrap-up Activity (10 minutes) The group comes together to acknowledge the day’s accomplishments and incorporate lessons into real life. We wrap up with a meaningful closing activity and team picture.
Post-event Consult (30 minutes) The team leader and facilitator review how the group responded to the event and what the leader can do to support the team further.
Virtual Group Follow-up (45-60 minutes) A virtual follow-up session approximately one month after the event to review key concepts, answer questions, discuss best practices, and provide accountability for implementing ideas.