Motivation, Delegation & Empowerment Workshop

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Trainer Information

Khaled Bekhet-DBA, M.Phil., MBA-Business Advisor for local and foreign organizations-Instructor and Trainer at the American University in Cairo

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Program Learning Outcomes

1-Discover the levels of employee engagement2-Differentiate between power, delegation, empowerment 3- Define what delegation is and what its key challenges are4- Identify the keys to empowerment6-Define what tasks can be delegated and who to delegate to7-Prepare delegation briefs based on staff’s motivations8-Monitor the delegated assignments and give feedback to develop staff’s skills and independence

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SEGMENT 1: Engagement And Satisfaction

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Employee Engagement

• What is “Employee Engagement”?• Let’s start with what it’s not…

– Employee engagement does not mean employee happiness or satisfaction. Someone might be happy at work, satisfied with their job and their pay, but that doesn’t necessarily mean they are working productively on behalf of the organization

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Employee Satisfaction vs. Employee Engagement

Employee engagement is not the same as employee satisfaction.

• Satisfied employees are merely happy or content with their jobs and the status quo. For some, this might involve doing as little work as possible.

• Engaged employees are motivated to do more than the bare minimum needed in order to keep their jobs.

Employee satisfaction…

– only deals with how happy or content employees are.– covers the basic concerns and needs of employees.– does not address employees’ level of motivation or involvement.

www.custominsight.com

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Definition of Employee Engagement

Employee engagement is the emotional commitment the employee has to the organization and it’s goals.

– This emotional commitment means engaged employees actually care about their work and their company

– They work on behalf of the organization’s goals

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The Engagement Difference

• 3 Brick Layers Story

What percentage of your people are putting one brick on top of another?What percentage are building a wall for the University?What percentage are creating a House of Knowledge? CONTEMPLATE THIS…

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Employee Engagement Framework

Engagement withThe Organization

Engagement with“My Manager”

Strategic Alignment Competency

High Performance

An employee engagement model based on statistical analysis and widely supported by industry research.

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Engagement with The Organization

• Measures how engaged employees are with the organization as a whole.

• Includes employee feelings about and perceptions of senior management.

• Key components include trust, fairness, values, and respect - i.e. how people like to be treated by others, both at work and outside of work.

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Engagement with “My Manager”

• A more specific measure of how employees feel about their direct supervisors.

• For most employees, this factor has the largest impact on day-to-day life at work.

• Topics include mutual respect, feeling valued, being treated fairly, receiving feedback and direction, etc.

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Strategic Alignment & Competency

Strategic alignment

• Does the organization have a clear strategy and set of goals?

• Do employees understand how the work they do contributes to the organization's success?

• Strategic Alignment ensures that employee effort is focused in the right direction.

An organization needs more than just engaged employees in order to succeed. There are two additional areas that relate to employee performance and that are closely linked to engagement.

Competency

• Do managers have the skills needed to get the job done?

• Do managers display the behaviors needed to motivate employees?

• Competency is measured with 360 Degree Feedback.

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What Do Employees Want?• To know what is expected of them• The tools and equipment to be successful in their job• The opportunity to do what they do best• Feedback, praise & recognition• To know that they are cared about• To know that they matter and make a difference• The opportunity to progress, learn new things• To be treated fairly• And…

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Five Virtues Exercise

SEGMENT 2: Motivation

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Outline• Motivation– What is it– The Factors That Drive It

• Motivating a Team• Delegation & Empowerment– Team Leadership Styles– Why They Work

• Empowering a Team

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Motivation- Setting the Stage

• Create a safe environment• Instill trust (humility, honesty and

integrity)• Have PASSION• Have VISION• Communicate clearly

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Motivation- What is it?

• The feeling of enthusiasm, interest, or commitment that makes us want to do something

• The biological, emotional, cognitive, or social forces that activate and direct our behavior

DEFINITION

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Motivation- What is it?

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Motivation- What is it?

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Motivation- The Factors That Drive It

• Intrinsic Factors– Desire to do something because it is

enjoyable– Internal motivators:• Sustenance, autonomy*, challenge,

belonging, achievement*, purpose* and more..

– Can be influenced by team leadership

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Motivation- The Factors That Drive It

• What Motivates Employees?– Kenneth Kovach, 1980– Rank 10 ‘job reward’ factors contributing

motivation at work– Participants• 1000 Employees• 100 Supervisors

*Kenneth Kovach. What Motivates Employees? Workers and Supervisors Give Different Answers. Business Horizons Sept-Oct.1987

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Motivation- The Factors That Drive It

Job Reward Employee SupervisorInteresting work 1 5Appreciation of work done 2 8“In on things” 3 10Job security 4 2Good wages 5 1Promotion 6 3Good working conditions 7 4

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Motivation- The Factors That Drive It

• Extrinsic Factors– Desire to do something for external gain – Influenced by external pressures• Incentives• Praise• Punishment• Rewards

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Motivation- The Factors That Drive It

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Motivation- The Factors That Drive It

• Large Stakes and Big Mistakes, 2005– Ariely D, Gneezy U, Loewenstein G, Mazar N– Working Paper from Federal Reserve Bank of

Boston, 2005– Review of Economic Studies, 2009– Assessed performance-based incentives

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Motivation- The Factors That Drive It

• Large Stakes and Big Mistakes, 2005– Conclusions• Small and medium incentives

generated equal performance• Large incentives generated

worse performance

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Motivation- The Factors That Drive It

• Positive Reinforcement in Education– Review of Educational Research, 1994– Meta-analysis of 20 years of research

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Motivation- The Factors That Drive It

• Conclusion– verbal praise consistently enhanced intrinsic

motivation– Other rewards and reinforcement left intrinsic

motivation unaffected

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Motivation- The Factors That Drive It

• Team Motivation– The leader’s challenge is to determine what

motivates the individuals as well as the team

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Motivating a Team- Five Keys

1. Set the stage2. Motivate individually3. Treat members as “equal, but different”4. Challenge them, with guidance5. Learn how to thank people, so they feel

appreciated

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Motivating a Team- Setting the Stage

• Create a safe environment

• Instill trust (humility, honesty and integrity)

• Have PASSION

• Have VISION

• Communicate clearly

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• Meet with each team member

• Find out what makes them tick

• Set their goals in

accordance

Motivating a Team- Motivate Individually

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Motivating a Team- Equal, but Different

• Don’t play favorites

• Give equal time to all members

• Emphasize production, not position

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Motivating a Team- Challenge Them

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Motivating a Team- Learn to Thank

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Motivating a Team - When to use Tangible Rewards

• Greatest benefit– Tasks requiring simple set of rules

– Tasks with a narrow focus

• E.g., If you attend 80% of lectures, you will be rewarded

SEGMENT 2: Delegation & Empowerment

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Delegation & Empowerment

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Delegation & Empowerment- Definitions

• Delegation– The granting of authority by one party to another

for agreed purpose(s)

• Empowerment– Increasing the capacity of individuals or groups to

make choicesDEFINITION

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Delegation & Empowerment - Industrial Age of Team Leadership

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Delegation & Empowerment - Modern Age of Team Leadership

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Delegation & Empowerment - Team Leadership Styles

• Tell Them

• Sell Them

• Check with Them

• Include Them

• Involve ThemEMPOWERMENT

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Delegation & Empowerment - Advantages

• Provides opportunity for autonomy• Lets aspiring leaders take charge• Lets all voices be heard• Utilizes energy and creativity of entire team• Leverages everyone’s skill for team goal

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Delegation & Empowerment - Perceived Barriers

• You want the job done right

• Fear of competition

• Desire to receive all the credit

• You desire power

• Time restraints

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Delegation & Empowerment - What If You Don’t?

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Delegation & Empowerment - What If You Don’t

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Empowering a Team

• Serves to– Use all of a team’s skills and resources

– Develop new leaders

– Motivate and challenge a team

– Increase productivity

– Increase team commitment

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Empowering a Team

• What to delegate

– Tasks that serve the team mission

– Tasks that are achievable

– Tasks that are measurable

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Empowering a Team

• What not to delegate– The Junk!

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Empowering a Team

• Start with a Team Meeting– Clarify goals and strategies

– Set standards, not rules

– Delegate the outcome

– Let them provide the plan

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Empowering a Team

• Give them the Authority

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Empowering a Team

• Provide the Needed Resources– Skills training

– Contact persons

– Reference articles

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Empowering a Team• Guide Them– Make yourself available– Check in– Help when they need it– Monitor progress

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Empowering a Team

• Don’t Forget the Thanks!

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Empowering a Team

• And give credit to all!

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Summary

• Motivation, Delegation and Empowerment are essential to team growth and success

• Set the stage• Get to know your team members• Don’t play favorites• Challenge them (with guidance)• Give them authority• Thank them

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Suggested Readings

• Ariely D, Gneezy U, Loewenstein G, Mazar N. Large Stakes and Big Mistakes. Review of Economic Studies 2009: 76: 451-169.

• Cameron J, Pierce WD. Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis. Review of Educational Research 1994: 64:363-423.

• Kenneth Kovach. What Motivates Employees? Workers and Supervisors Give Different Answers. Business Horizons Sept-Oct. 1987: 58-65.

• Pink, D. Drive: The Surprising Truth About What Motivates Us. Riverhead Hardcover 2009.

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Questions

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