The Three Es of Management: Environment, Education, Empowerment
The word “manage” means to control and direct, to conduct; guide; administer. Management is the act or art of managing; judicious use of means to accomplish an end. As a dictionary definition, that’s relatively straightforward and easy to understand. However, as a practical application, management is not so straightforward and simple.
There are hundreds, if not thousands of books on the art of, practice of, science of management. I don’t presume to know all of the answers to effective management. Sometimes I don’t even know all of the questions. What I do know is that management — at its base level — is about resources and working with others. In that vein, let me offer some tips that specifically deal with the three Es of management: environment, education, and empowerment.
Effective management is not about making things happen. Effective management is about enabling things to happen. No manager can do everything. They have to rely on others for success. Therefore, the best managers enable their people to be successful by creating an environment of openness, value of the individual, and ownership and responsibility of the process and results. They educate the team on goals and roles. They empower their team with the tools and means to be successful.
You’ve all either experienced or heard about work environments where politics reign supreme, the boss is horrible and everyone expends energy protecting themselves. These types of environments are toxic to success. They force individuals into a mode where their best thinking, energy and intentions are not directed at the customers and goal achievement. Rather, individuals spend their time making sure they survive.
The best managers look to create environments that are open, collaborative and supportive. This type of environment enables team members to be in the moment and available with their energy and ideas. Team members can focus on tasks as opposed to focusing on “safe keeping.” A simple tool for creating this environment includes interacting with team members instead of directing team members, and valuing the individual. Listen to input and feedback with open ears and an open mind, assuming positive intent. Ask open questions instead of closed questions and engage team members in the process.
Within this positive environment, educate team members on the organization’s goals and objectives. Be open with team members regarding all aspects of the goal development. If you want buy-in, you have to let them know what they are buying. Education also involves understanding roles and responsibilities at the individual and team level. What are they supposed to do? How will they be measured?
Empowerment is a natural progression of a positive climate and educated team members. Empowerment means team members not only implement activities, they also design and develop activities that drive desired goals and objectives. Empowerment is the difference between telling — “you will do this,” — and interacting — “how would you do this?”
The corollary with empowerment is responsibility. When teams are empowered to develop solutions, they own those solutions. They also own the results. Management’s responsibility is to create the environment and provide the tools necessary for the team members to generate successful results. And then, to hold the team accountable.
Ask yourself three simple questions. Is your environment conducive to collaborative efforts? Does your team understand what needs to be done? And finally, does the team have the freedom to act and be responsible for the results?
Ken Cook is Managing Director of Peer to Peer Advisors, an organization that facilitates business leaders helping each other. You can reach him at kcook@peertopeeradvisors.com.
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