Empowered Employees - Twig to Root Authority
Empowered Employees - Twig to Root Authority
I know you've said many times, "I wish my people would take initiative rather than always coming to me for answers." My contention is most people would rise to the challenge, if they had a clear understanding of the boundaries of their authority. 'Twig to Root Authority' is a simple structure that allows your employees to self-determine those boundaries.
Envision a large oak tree. Below the ground are the roots. Rising above the ground there are large limbs coming off the trunk with smaller branches coming off the limbs and finally at the end of the limbs are a number of small twigs. Each of the elements of the tree; roots, limbs, branches and twigs relate to a level of authority.
We'll take the elements of this decision tree, pun intended, in reverse order.
• Twig - If you break a twig off a tree, no harm will come to the tree. Likewise, there are many decisions within your organization that can be made without concern over the impact of that decision. The people within your organization should feel comfortable taking action, if they determine a situation to be a 'twig' decision. There should be no risk to your organization, even if you lose several twigs.
• Branch - A branch is more substantial than a twig, but if you lose a branch it won't do permanent damage and the tree will recover. Faced with a 'branch' decision your people should feel free to take action and let the person they report to know about it after the action has been taken.
• Limb - A limb is getting into the basic structure of the tree and the loss of a limb could alter the shape and future of the tree. Similarly, a bad 'limb' decision could alter the shape and future of your company. An employee faced with a 'limb' decision should determine how they would like to act and get clearance from their supervisor, before taking the action.
• Root -The root structure anchors the tree and provides essential nourishment and support. The loss of a large root could kill the tree. Within your company, a 'root' decision probably should not be acted upon directly, but should be brought to the attention of senior management of the company.
In summary, the decision levels and appropriate actions are:
Twig- Just do it, no feedback required.
Branch- Do it, but tell me about it; after-the-fact.
Limb- Develop a plan and discuss it with me before you take action.
Root- Bring this to senior management's attention.
I told you it was simple. Implementation is even easier. Virtually anyone can, after a brief discussion, grasp the concept and start making their own decisions. When people feel comfortable with making decisions, they will gain assurance and feel they truly are a valuable, contributing member of the company.
Empowered Employees Twig to Root Authority - To learn more about this author, visit Sam Langfitt's Website.
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I'm certain you're looking at the title, 'Twig to Root Authority', and wondering what the devil is that about? I was introduced to this concept several years ago, and find it a simple way to let your people know how to determine their authority to act in various situations.
I know you've said many times, "I wish my people would take initiative rather than always coming to me for answers." My contention is most people would rise to the challenge, if they had a clear understanding of the boundaries of their authority. 'Twig to Root Authority' is a simple structure that allows your employees to self-determine those boundaries.
Envision a large oak tree. Below the ground are the roots. Rising above the ground there are large limbs coming off the trunk with smaller branches coming off the limbs and finally at the end of the limbs are a number of small twigs. Each of the elements of the tree; roots, limbs, branches and twigs relate to a level of authority.
We'll take the elements of this decision tree, pun intended, in reverse order.
• Twig - If you break a twig off a tree, no harm will come to the tree. Likewise, there are many decisions within your organization that can be made without concern over the impact of that decision. The people within your organization should feel comfortable taking action, if they determine a situation to be a 'twig' decision. There should be no risk to your organization, even if you lose several twigs.
• Branch - A branch is more substantial than a twig, but if you lose a branch it won't do permanent damage and the tree will recover. Faced with a 'branch' decision your people should feel free to take action and let the person they report to know about it after the action has been taken.
• Limb - A limb is getting into the basic structure of the tree and the loss of a limb could alter the shape and future of the tree. Similarly, a bad 'limb' decision could alter the shape and future of your company. An employee faced with a 'limb' decision should determine how they would like to act and get clearance from their supervisor, before taking the action.
• Root -The root structure anchors the tree and provides essential nourishment and support. The loss of a large root could kill the tree. Within your company, a 'root' decision probably should not be acted upon directly, but should be brought to the attention of senior management of the company.
In summary, the decision levels and appropriate actions are:
Twig- Just do it, no feedback required.
Branch- Do it, but tell me about it; after-the-fact.
Limb- Develop a plan and discuss it with me before you take action.
Root- Bring this to senior management's attention.
I told you it was simple. Implementation is even easier. Virtually anyone can, after a brief discussion, grasp the concept and start making their own decisions. When people feel comfortable with making decisions, they will gain assurance and feel they truly are a valuable, contributing member of the company.
Empowered Employees Twig to Root Authority - To learn more about this author, visit Sam Langfitt's Website.
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George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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