[Editor's Note: Jolly Joseph is an Expert Author with EmployWise. He is currently the Managing Director of Kernox Learning Systems Pvt. Ltd. An organization training and learning consultancy that enables organizations to integrate the hard and soft dimensions of work, and to effectively manage the technical and social challenges of implementing complex projects. You can follow Jolly @jjonline.]

Running a business successfully requires the ability to deal with unforeseen events. In some corner of the world, a team is already working on something that would make your current products obsolete in the near future.  It is difficult to spot them today before they go public with their beta. Unpredictability is also an inherent feature of the complex global economy in which every business operates today.

When the future becomes less and less predictable, how can you cope? How do you respond to unexpected events that bring along major threats, and in some cases, great opportunities? Traditionally, the responses have been through information flowing up the hierarchy and decisions flowing down. This approach is no longer sufficient. The delays in the channels would make the response ineffective.

Adaptability and the ability to respond quickly are key attributes for success in the unpredictable business environment. This comes with empowerment at all levels in the organization. The idea of empowerment at the workplace has been around for a long time, but still we see that majority of organizations operate with very little empowerment. Rather than empowerment, power struggles in blatant and subtle forms still continue to be a part of most organizations.

The book “ZAPP! – The Lightning of Empowerment” by William Byham and Jeff Cox captures the essence of empowerment in the form of a fable. It is the story of the transformation of Joe Mode, the archetype of a traditional supervisor and manager, into an empowering leader. While Joe managed his department by ordering around people and fighting all the fires by himself, there was one thing that was a big plus with him. He was willing to learn. He learns from Lucy Storm, another department supervisor who had already mastered the art of empowerment. Lucy, in fact, has gone beyond individual empowerment and has learned to empower teams. She tells tells Joe Mode: “Having a group of Zapped individuals is simply not as productive as having them enZapped as a team.”

Zapp is the flow of human energy, directed towards meaningful accomplishments. It energizes and moves individuals and teams to action. How to build, nurture and transmit zapp is the question that many managers ask. It is tough, but not complicated. The key requirements are authenticity and 100% commitment to building empowered teams.

Joe Mode uses a machine that could take him into the 12th dimension. Looking from the 12th dimension, he could see how his words and actions recharged people with zapp or drained off their vital energy. Since we do not have access to such a wonderful machine, we have to rely on something else more practical. This could be formal processes like 360 degree feedback (not 360 degree performance appraisals) or less formal communication with colleagues, friends and family. Anyone who wants to empower teams has to master the art of taking feedback!

Most people enjoy being in good teams. But that does not mean that most people are natural team players. Neither our education system, nor HR systems really support teamwork. They are built from the mindset of scarcity. They encourage individuals to compete with one another for resource allocation and to be recognized as individual winners. But I believe that everyone can become good at teamwork. It requires an effective approach. The best that I have come across is the 4-D System for leadership and team development, which has been used by hundreds of teams in organizations like NASA. Unlike most other approaches for developing teams, the 4-D System is built on solid conceptual foundation and its effectiveness is verified through rigorous measurements.

I personally believe that building great teams is the way to bring life and joy back into work and workplaces.  Also, this is our only sustainable source of competitive advantage in an unpredictable business environment. That is the reason why I have decided to focus on team development as the key impact area for our company.

Photo by: Diganta Talukdar