Why Most Corporations Homogenize Remarkable People, Part 3: Empowerment vs. Marginalization
November 11, 2009
In earlier posts, I’ve written about the unfortunate problem of homogenization in the workplace when corporations fail to recognize the natural gifts of their employees, or try to round out their “spiky” skills. Now, it’s time to tackle another favorite subject – empowerment (or lack thereof!). As I’ve said before, homogenization is good for milk, but not for people. It’s a killer to creativity and a person’s ability to produce remarkable results. And it doesn’t help the company much either.
“Never neglect details. When everyone’s mind is dulled or distracted the leader must be doubly vigilant. Strategy equals execution. All the great ideas and visions in the world are worthless if they can’t be implemented rapidly and efficiently. Good leaders delegate and empower others liberally, but they pay attention to details, every day… Good leaders understand something else: an obsessive routine in carrying out the details begets conformity and complacency, which in turn dulls everyone’s mind. That is why even as they pay attention to details, they continually encourage people to challenge the process.” – Colin Powell, excerpt from 18 Principles of Leadership.
Have you ever been hired into a position because of your ability to think strategically, your remarkable leadership skills and/or your repeated prior success in a similar role, only to have the rug pulled out from under you six months down the road? That’s when you hear the dreaded words “this is the way it’s done, your role is to just execute.” Ughhh. If you’re anything like me, this is an instant energy and enthusiasm sapper. I shut down. I lose my desire to go above and beyond. Whatever insight, or creative approach to solving a problem I have, instantly retreats. I become less motivated, and my mind and contribution are dulled. I’ve often joked that if I’m not empowered I quickly eject myself, or get ejected, from a company. There’s no faking it… it just doesn’t work. Perhaps I’m extreme, but I’ve seen it happen all too often in the sea of cubicles around me. Another name for this is marginalization and its definition is “to relegate to an unimportant or powerless position.” I’m sure you’ll agree, this is not what we aspire to be. It’s not very motivating. And unmotivated employees do not produce the best results.
I know many articles have been written on this subject, but in the name of simplicity, I’ll reduce it to two fundamental ideas:
- Empowerment invites people to step up—and keeps them sharp.
- Homogenization or marginalization sucks the creativity and commitment right out of people—and keeps them dull.
An organization of people primed to give their best is an organization that maintains a competitive edge and stands above the rest. Best of all, people want to work there. A great leader will strive to keep people sharp and will focus on three things:
- Let people make their own decisions within their area of responsibility. Be generous unless a specific experience with the person indicates otherwise.
- Give them the ability to affect change.
- Allow people to gain the knowledge, skill sets and training to thrive and grow professionally.
The moment a capable person loses the ability to make a decision related to their area of responsibility and experience, they begin to disengage and their contribution becomes less. Yet, the opportunity to exercise personal discretion and complete meaningful work keeps employees engaged. When employees are engaged, great things can happen. You get the best of their minds and they work harder because they are motivated. Breakthroughs occur. It also makes them more resilient to setbacks.
If you hire a capable person, let them stay capable. Bring out the best in them, don’t shut them down. Remember empowerment increases people’s skills and contribution—homogenization shrinks them.
Filed under: Business Best Practices
8 Comments Leave a Comment
1. claes | November 12, 2009 at 12:33 am
You are right, we call it “zombiefication” where the company has a narrow way forward and the top managers want to kill all other ways besides their own (normally by stripping all authority all they way down” which they do not have time to execute properely. Hence you get a old fashioned and “dead” company full of living dead people. The owners do not like it, the customers do not like it, the employees do not like it, But nobody has the energy to break the status quo and “Yes men” that do not cut it are afraid someone who knows will come in and “clean house”.
2. Charles Pixley | November 12, 2009 at 5:38 am
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3. frank caropreso | November 13, 2009 at 5:08 pm
wow. what a word. Although, you have mentioned that “homogenization” is a common term, it isn’t common for me. Maybe i’ve just put my head down and was doing diligent work. But, the disingagement idea happened to me when my “out of the box” ideas were dismissed despite the excellent results my efforts brought. I was simply ignored. And, I did feel marginal and trivial–a contrarian in a sea of “yes” people.
The toughest part to understand is why on earth do that to anyone in the first place, isn’t your success company success? I guess not. Anyone perceived as rocking the boat needs to be reeled in even if it means destroying the bottom line.
4. Susan | November 13, 2009 at 6:31 pm
This homogenization starts in school — early. It is difficult to handle creative, out-of-the-box people in an overcrowded classroom. I don’t blame the teachers, they have their jobs to do and it is not to allow 35 kids to run amok.
As taxpayers, we need to keep in mind that the school system is the progenitor of the future leaders. When the tax increases come on the ballot, don’t automatically vote the measure down. Every day a creative, thnking person is denied an acceptable outlet is another day where that frustrated talent seeks to find another way to express it.
5. John Leveritt | November 15, 2009 at 6:53 pm
I can’t help but wonder if the homogenization of which you speak might indirectly result from the “egalitarian” ethos under which our country functions today. Could this homogenization be Corporate Americas’ response to the societal medium in which it exists. Thus, to avoid the threat of lawsuit, boycott, bad press, or viral smear everyone is treated “equally” and no one may be treated “differently”. Is it possible for a company to encourage “enlightened” leadership or “spikiness” without incurring the wrath of one special interest group or another let alone one governmental bureaucracy or another? Might the “cookie cutter” approach to talent management be perfectly understandable from a legal standpoint and yet as you indicate ultimately tragic from another perspective?
6. Valerie Hausladen | November 15, 2009 at 7:39 pm
@John: Great question regarding the ever-present legal environment encouraging a cookie cutter approach while causing a tragic downside in fully tapping into an employee’s gifts. I believe the answer is not in an “either/or” situation but using the power of the word “and.” A truly gifted leader will incorporate fairness AND allow for the expression of one’s “spiky” gifts. The leader must be insightful and courageous to do this well.
7. Valerie Hausladen | November 15, 2009 at 7:48 pm
@Susan: I agree with you 100% that homogenization often starts in school and that saving money each year in the taxes used to support schools is not necessarily saving money in the long run. Thanks for your insight!
8. Professional Destiny &raq&hellip | January 26, 2010 at 10:29 am
[...] to fit into the “system”? (See earlier posts I’ve written about the unfortunate problem of homogenization in the workplace, “spiky” skills, and empowerment or lack [...]
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