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How the “Inspire and Empower People” Challenge Succeeds

Posted by TUV Rheinland on Nov 23, 2018 6:42:12 PM
TUV Rheinland


Be honest: Why do you get up every morning and go to work? If you have an answer to this, then you can confidently regard yourself as “inspired”, as personnel managers and managers have recently been calling it.

Researchers have found that companies that consistently pursue their thoughts and actions according to a mission statement with a clear value orientation and are subsequently able to communicate these concepts to their employees in a comprehensible manner are demonstrably more successful in the market. They also tend to generate greater social and economic added value.

What does this mean for individuals who are increasingly asking about the meaning of their work, and who represent the most important long-term investment from a company perspective? What are the effects of digitisation on their present and future workplace? How should the future of work be shaped when companies have to react quickly and need agile employees? The answer: The move towards more responsibility and freedom for employees to self-organise, also referred to as “empowering”.


Reduce Fears of Job Loss – Through Empowerment

A good example of the necessity of “inspiring” and “empowering” is in the field of production.

A balanced and adapted personnel development is important. In production, further training does not mean mastering Word and Excel as it does for colleagues at their desks. Rather, the aim is to convey the opportunities of digitisation in production, and to increase the competence in the safe application of new technologies. Above all, managers in production, such as foremen and group leaders, play a special role here by reducing fears of job loss through inspiration and empowerment.


Pure Technical and Methodological Knowledge Is No Longer Sufficient

For organisations, it is essential to recognise competence needs and to promote lifelong learning with good competence management, as well as dedication, curiosity, enthusiasm or willingness to change.

In addition to content-related skills, competence includes the ability to act in open situations in a self-organised, responsible, and creative manner, to solve problems and to apply knowledge consistently. The purpose is an important framework and also influences the definition of competence requirements. Competencies must be able to develop and grow constantly, and above all they should be allowed to be used and applied.


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This article first appeared on TR Academy. Click here to read the full article.

Topics: Academy, training