Empowering Leadership Approaches

Are you leading by controlling or empowering? The difference might seem subtle, but it can completely change the dynamic of your team. When first started leading, I thought I had to control everything—every decision, every task, every outcome. But that mindset stifled creativity, innovation, and trust. True leadership isn’t about keeping the reins tight—it’s about giving your team the confidence and space to take ownership and make decisions. Here’s how I learned to lead by empowering: → Delegated responsibility, not just tasks. → Built an environment where my team felt trusted to innovate. → Listened more than I spoke, making sure everyone’s voice was heard. When you empower your team, you create more leaders, not followers. And when they grow, so does your business. How do you empower your team to lead?

ALIGN & EMPOWER: A Leadership Framework for Transformational Change Organizations don’t transform. People do. In every transformation journey, there's one consistent truth: systems and strategies only go as far as the people driving them. That’s why change that lasts doesn’t begin with a new org chart or policy –it begins with leaders who can align hearts and minds and empower action at every level. Enter the ALIGN & EMPOWER Leadership Framework – a simple yet powerful approach designed to foster real ownership, engagement, and agility in fast-evolving environments. ALIGN: Clarity Before Movement Alignment is more than cascading goals – it's about creating shared meaning. When people see how their work connects to a larger purpose, they move with intention, not obligation. Great leaders: Anchor teams in purpose and values, not just targets. Communicate with transparency and context. Build bridges across silos to foster collective focus. Alignment is the invisible force behind high-performing cultures. EMPOWER: Trust Before Control Once direction is clear, the real unlock is empowerment. It’s not about letting go completely – it’s about equipping people with the clarity, confidence, and capacity to make decisions and act boldly. Empowered teams: Show higher ownership and accountability Experiment, adapt, and learn faster Feel psychologically safe and supported Empowerment isn’t a perk – it’s a leadership imperative in the age of autonomy. Why ALIGN & EMPOWER works: Builds emotional and strategic buy-in Creates resilient, self-led teams Shifts culture from reactive to proactive Enables scale without losing the human core When you align people to a purpose and empower them to act, change is no longer something to be managed – it becomes something people lead. Transformational leadership starts here. Not with command and control – but with clarity and courage. Not just with systems – but with shared intent and empowered action. Let’s build organizations where every person becomes a catalyst for change. #LeadershipFramework #ChangeLeadership #ALIGNandEMPOWER #PeopleFirst #FutureOfWork

Empower Your Team — Don’t Chop Them Off at the Knees In leadership, your words and actions either build people up or break them down. There’s no neutral ground. Too often, well-meaning leaders unintentionally disempower their teams — micromanaging, dismissing ideas, or correcting in ways that feel more like criticism than coaching. The result? A team that’s hesitant, disengaged, and afraid to take initiative. But empowered teams? They’re confident, creative, and committed. They take ownership, solve problems, and grow — because they feel trusted and supported. Here’s how top leaders empower instead of undermine: 🔹 Coach, Don’t Control Give guidance, not orders. Ask, “What do you think is the best approach?” instead of “Here’s what you need to do.” 🔹 Praise Progress, Not Just Perfection Celebrate effort and learning. Recognition fuels motivation far more than correction. 🔹 Create Psychological Safety Make it safe to speak up, ask questions, and make mistakes. Innovation thrives in environments where people aren’t afraid to fail. 🔹 Delegate with Trust Don’t just assign tasks — give ownership. Let your team lead projects and make decisions. Trust is the ultimate motivator. 🔹 Give Feedback That Builds Instead of “You messed this up,” try “Here’s what I noticed — let’s talk about how we can improve together.” 🔹 Listen Deeply Empowerment starts with understanding. Ask your team what they need to succeed — and really listen. 🔹 Model Growth Show your own learning journey. When leaders are vulnerable and open to feedback, teams follow suit. Empowerment isn’t soft — it’s strategic. It's messy too. It’s how you build resilient, high-performing teams that thrive under pressure and grow through challenge. #Leadership #TeamEmpowerment #ExecutiveCoaching #PattyDeDominic #BusinessCulture #PsychologicalSafety #GrowthMindset #LinkedInLearning

𝐇𝐮𝐦𝐚𝐧-𝐅𝐢𝐫𝐬𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: 𝐀𝐥𝐢𝐠𝐧𝐢𝐧𝐠 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐰𝐢𝐭𝐡 𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐧𝐝 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 “Human-first” means approaching innovation, AI, and enterprise transformation in a way that prioritizes people at the center of every decision. It’s about creating systems and processes that enhance human potential, while ensuring technology serves as an enabler of trust, clarity, and empowerment. By leveraging ACT (𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭, 𝐂𝐥𝐚𝐫𝐢𝐭𝐲, 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲), this approach ensures that innovation is guided by leadership principles that respect, elevate, and embolden the workforce. 𝐀𝐩𝐩𝐥𝐲𝐢𝐧𝐠 𝐭𝐡𝐞 𝐀𝐂𝐓 𝐌𝐨𝐝𝐞𝐥 𝐭𝐨 𝐚 𝐇𝐮𝐦𝐚𝐧-𝐅𝐢𝐫𝐬𝐭 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: 1. 𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭: • Innovation must align with both individual and organizational goals. • Ensure AI and automation integrate seamlessly with workflows, enabling employees to do their best work by focusing on higher-value, creative tasks. • Align ethical and cultural values with technological progress to maintain trust and engagement across teams. 2. 𝐂𝐥𝐚𝐫𝐢𝐭𝐲: • Simplify the adoption of new technologies by making processes, roles, and AI capabilities clear and accessible. • Provide employees with clear paths for training and development, enabling them to confidently work alongside AI systems. • Communicate the “why” behind changes, ensuring everyone understands the vision and purpose of the innovation. 3. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲: • Make AI systems explainable, visible, and accountable, building trust in their outputs and decisions. • Foster an open culture where employees can give feedback on how technology impacts their roles. • Create transparency in leadership, ensuring employees see how decisions about technology benefit them and the organization. 𝐄𝐧𝐚𝐛𝐥𝐞, 𝐄𝐦𝐩𝐨𝐰𝐞𝐫, 𝐄𝐦𝐛𝐨𝐥𝐝𝐞𝐧: • 𝐄𝐧𝐚𝐛𝐥𝐞: Provide employees with the right tools, frameworks, and training to embrace AI and innovation with confidence. • 𝐄𝐦𝐩𝐨𝐰𝐞𝐫: Let people take ownership of how technology integrates into their work, fostering creativity and innovation. • 𝐄𝐦𝐛𝐨𝐥𝐝𝐞𝐧: Create a culture where people feel supported and inspired to take risks, explore new ideas, and challenge the status quo. A human-first approach, guided by the ACT model, ensures that introducing new ideas, innovations, and AI systems strengthens the workforce rather than displacing it. It’s about crafting a path forward where leadership and technology serve as partners in empowering individuals and driving enterprise success. 𝗡𝗼𝘁𝗶𝗰𝗲: The views within any of my posts, are not those of my employer. 𝗟𝗶𝗸𝗲 👍 this? Feel free to reshare, repost, and join the conversation. #humanfirst #leadership #people Gartner Peer Experiences Forbes Technology Council Theia Institute™ VOCAL Council InsightJam.com Solutions Review PEX Network IgniteGTM

Leadership is not just about making decisions, setting goals, or giving orders. It’s about being accessible, transparent, and genuinely open to the voices of your team. When leaders are approachable, they create an environment where people feel comfortable sharing ideas, asking questions, and offering feedback. This openness builds trust, encourages collaboration, and fosters a culture where innovation can thrive. Leaders who make themselves available show they value their team’s contributions. They demonstrate that every voice matters, regardless of role or experience. Trust isn’t built by authority alone. It’s nurtured through respect, understanding, and a willingness to listen to your team’s perspectives. When leaders engage actively, they bridge the gap between hierarchy and authenticity. An approachable leader fosters an environment where communication flows both ways. Trust is built not just through actions but through presence and meaningful interactions. This cultivates an atmosphere where people feel heard, seen, and respected. As a result, employees feel more motivated and develop a deeper sense of purpose in their roles. Approachability helps break down barriers, encouraging employees to speak up, share ideas, and voice challenges without fear of judgment. This leads to a more open, honest, and productive workplace. When leaders are approachable, they unlock potential that rigid authority cannot. They inspire loyalty, foster creativity, and empower teams to take initiative and excel. Trust is built on authentic connections. Leaders who are approachable create these connections, forming a bond of mutual respect within the team. They transform a group of individuals into a united, motivated, and high-performing team, capable of achieving great things together.

Today is my first day back after stepping away to recover from a medical procedure (more on that later). What’s the first thing on my calendar? A catch-up with Misty Lerner. She walked me through everything she and her team accomplished over the past week, including progress with clients, momentum with colleagues, and significant steps forward on strategic initiatives. And honestly? She blew me away. All I had to do was align with her on the vision, ensure she had what she needed, and get out of the way. To me, that’s one of the clearest measures of leadership. Not just how you show up when you’re in it, but what happens when you’re not. Does the work continue? Do people rise? Does the progress accelerate? In this case, it did. And it left me asking myself a question I’ll keep returning to: 👉 How can I make sure I don’t get in the way of others thriving? Here are three practices I’m leaning into more intentionally: ✅ Paint a Clear Picture of Success, Then Let Go of the How When people understand the “why” and the “what,” they don’t need micromanagement; they need space. Trusting your team to define the how unlocks creativity, ownership, and better outcomes than you imagined. ✅ Create Air Cover, Not Bottlenecks Leadership isn’t about having the answers but clearing the path. My role is to protect their time, remove friction, and make sure they have the space to move fast and smart. ✅ Name the Leader Publicly, Step Back Privately Visibility matters. Empowering someone means letting them lead the room, take the call, and make the call. It builds their voice and shows everyone else they’re ready. It’s not always easy to step aside (whether voluntarily or not), but it’s almost always worth it. #Leadership #Teamwork #Empowerment #SuccessionPlanning #TrustAndAccountability #ExecutiveLeadership #LeadingWithPurpose #WomenInLeadership #GrowthMindset

Flying close air support missions in combat taught me the critical importance of empowering a team to make decisions and take action. On each mission, the flight lead was entrusted with the authority to: 🛩 Make Independent Decisions: In critical moments, the flight lead had the power to assess the situation and make decisions on the spot. 🛩 Act with Confidence: We didn’t always know what challenges we would face, but we fully understood the rules of engagement and our commander’s intent. This clarity empowered us to act with confidence and decisiveness. 🛩 Execute the Mission: Leadership trusted us to do our job well without needing to radio back for permission. We were empowered to make time-critical decisions, which was essential for mission success. As leaders, it’s also our responsibility to empower our teams: ➡ Encourage Preparation: Challenge your team to show up prepared every day. Ensure your team has the training and resources they need. ➡ Trust Their Judgment: When we empower our team members to make decisions, we foster confidence and independence. This means encouraging their ideas, supporting their choices, and sometimes letting them solve their own problems, even if we see a different path. ➡ Allow Room for Mistakes: Empowerment includes giving your team the space to make mistakes and learn from them. This builds resilience and trust within the team. Empowering a team takes courage. It means releasing control, but it also expedites decision-making and frees up the leader to focus on the bigger picture. #leadership #leadershipdevelopment #FlyingInTheFaceOfFear

In the last year I have had a number of experiences where I have been asked to share how I lead, my leadership style, or my leadership philosophy. I have always struggled to put a label on my approach; I am not sure I have a particular leadership philosophy or style.  Leadership is situational.  As leaders we need to modify our approach to meet the individual or team “where they are” and in a style that meets their needs. My approach is to remain flexible, to understand the needs of the team or individual, and then adapt the approach to the situation.  However, as we flex our approach, we need to maintain consistency in expectations and values to cultivate and maintain trust. If I was forced to find a label right now and right here as I ponder this question over a cup of coffee, I guess I would choose people-centered and action oriented. Here are a few tenets I try to follow and model.  Try is the operative word – stumbling along the way is part of the journey. •       Empowerment –True empowerment requires responsibility, accountability, authority, autonomy, and support. •       Equitable Not Equal – Meritocracy balanced with team before me. •       Strengths Based Development – Develop and leverage strengths, address and mitigate weaknesses. •       We Learn Most Through Our Experiences – both failures and successes. •       Great leaders are great coaches and competent managers. •       Principles and trust over policy and hierarchy. •       Learning mindset - the answers are in the questions you ask, how you ask them, and your intention when asking. •       Be clear on the problem to solve before attempting to solve it. •       Empathy not Sympathy. •       Honest, candid, and timely feedback delivered with positive intent. •       Although results are critically important, HOW we get the results is paramount. •       Be humble My purpose for sharing my thoughts is twofold.  First, it is a great motivator to think deeply about specific topics, challenge my own beliefs, and highlight gaps or biases.  Secondly, and most importantly it is a great learning opportunity.  As I delve into a topic, I always learn something new.  One of the most satisfying parts of the learning journey is having that “ah-ha” moment when I connect some previously unconnected dots or simply modify my current view with a new learning.  I cherish those “ah-ha” moments. Over the upcoming weeks (more likely, months) I will dive into each of these tenets as I continue down my personal learning journey. Everyone has their own style, their own philosophy, their own way of leading (and following – great leaders know when to follow).  Libraries, bookstores, and ChatGPT have enough content on leadership to fill a lifetime of reading.  Leadership is personal, and being genuine to who you are as a leader is critical. There is no single best way to lead because no 2 leaders are the same.  We all need to leverage our strengths and mitigate our weaknesses and shortcomings.

Breaking Free from Learned Helplessness: Empower Your Organization Learned helplessness can quietly undermine an organization’s potential, leading to stagnation and disengagement. By focusing on purpose, accountability, and effective leadership, we can transform this cycle into a culture of empowerment and growth. Communicate the "Why Understanding the reason behind changes is crucial. When leaders clearly communicate the "why," it inspires teams to see beyond daily tasks and connect with a meaningful mission. This sense of purpose energizes and aligns everyone with the broader vision. Reinforce Accountability Accountability is fundamental. Establish clear roles and expectations, and ensure leaders are committed to their responsibilities. When people know they are trusted to deliver, it fosters a sense of ownership and pride in their work. Optimize Talent Management Ensure the right people are in the right roles. Conduct talent assessments to fill gaps and develop strengths. A well-aligned team is more resilient and better equipped to tackle challenges. Structure Meetings for Success Meetings should be purposeful and productive. Set clear agendas and focus on actionable outcomes. Hold leaders accountable for ensuring meetings drive progress, not just discussion. Enhance Performance Management Performance management is about ensuring each team member is supported and challenged. Leaders must balance meeting attendance with execution, preventing burnout and maximizing efficiency. By resetting expectations and addressing underperformance, we create an environment where everyone can excel. Leadership Reset Create regular forums for clarity and support. By resetting leadership and establishing a consistent meeting cadence, we reinforce accountability and drive collective success. Empowering teams to take charge and lead with purpose creates a dynamic, engaged, and resilient organization ready to thrive. What actions are you taking to empower your organization? Share your thoughts and let's lead the way to positive change. #Leadership #Empowerment #Purpose #Accountability #OrganizationalChange

How to lead with kindness? Imagine a workplace where every interaction is fueled by kindness. It's not a dream—it's your choice as a leader. Kindness isn't a weakness; it's a strength in action. As leaders, let's create a ripple effect—one act of kindness at a time. The KINDNESS Approach to Leadership: 1. Knowledge Sharing: ↳ Recognize that knowledge is a collective asset. ↳ Share freely to mentor and elevate the entire team. 2. Inclusivity: ↳ Celebrate diversity and actively seek different perspectives. ↳ Foster an inclusive environment where everyone feels valued and heard. 3. Nurturing Relationships: ↳ Build strong connections by showing genuine interest in your team's well-being. ↳ Invest in personal connections that foster trust and support. 4. Decisiveness with Empathy: ↳ Make tough decisions with empathy, considering their broader impact. ↳ Communicate transparently and provide context to build trust. 5. Empowerment: ↳ Delegate responsibilities and encourage autonomy, fostering ownership and accountability. ↳ Create a culture where your team feels empowered to take initiative. 6. Self-Reflection: ↳ Reflect on your actions and embrace continuous improvement. ↳ Acknowledge mistakes and learn from them. Authenticity inspires others. 7. Nurturing Growth: ↳ Provide opportunities for skill development and career advancement. ↳ Encourage a growth mindset where challenges are seen as learning opportunities. 8. Servant Leadership: ↳ Serve your team's needs and inspire loyalty through approachability. ↳ Prioritize your team's success to foster dedication and commitment. 9. Sincere Appreciation: ↳ Recognize efforts, big or small. A simple "thank you" can go a long way. ↳ Celebrate collective achievements and show genuine appreciation. Leading with kindness strengthens your team, builds trust, and fosters a positive and productive work environment. #KindLeadership #LeadWithKindness #InclusiveLeadership #EmpatheticLeadership #ServantLeadership