During the Gulf War in 1991, Lance Corporal Ian Dewsnap of the Royal Engineers found himself in a challenging situation.
Despite being a relatively junior plant operator mechanic who was just 20 years old, on the night of 26th February he was tasked with preparing tank crossings over an oil pipeline - a critical obstacle that needed to be secured for the brigade's advance.
He arrived at the designated crossing point expecting to find some friendly forces to protect him and his machinery. There were none. Dewsnap was operating alone, under the cover of darkness and without radio communications.
An hour before first light, he was suddenly confronted by approximately 30 armed Iraqi soldiers who cut off his escape route to the North. Demonstrating remarkable composure and initiative, he quickly assessed the situation and realised that the Iraqis were surrendering. With great presence of mind, he gathered them together and disarmed them.
As dawn broke, a larger group of 60 to 70 Iraqi soldiers approached in a more threatening manner. Alone and outnumbered, Dewsnap fired warning shots over their heads and ordered them to lay down their weapons, which they did. He herded them together, now numbering 90-100, and moved them towards the northern crossing where he knew there would be help.
For his initiative and bravery in the face of an overwhelmingly large enemy force with unclear intentions, he was awarded the Military Medal – the third highest medal awarded to soldiers at the time.
Given the extraordinary situation, what enabled Lance Corporal Dewsnap to respond in such a composed way that was at odds with his age and experience?
The answer lies in a foundation of military leadership known as Mission Command, described by the Army as follows:
Mission Command is the British Army’s command philosophy, it is equally applicable in peacetime as it is on operations and focuses on achievement of intent. It promotes decentralised command, freedom of action, initiative and speed. It relies on trust, mutual understanding and initiatives at all levels, all nurtured by good leadership and balanced by sound judgment. - Army Leadership Doctrine (2021)/AC 72029.
The success of Mission Command in the example above can be attributed to several factors:
- Clarity and decentralised decision-making: Dewsnap was crystal clear about what he had to achieve and was empowered to make critical decisions on the ground without waiting for direct orders. This autonomy allowed him to respond swiftly and effectively to the unfolding situation.
- Trust and preparation: Dewsnap's actions were underpinned by the trust placed in him by his superiors and the rigorous training he had received. This foundation enabled him to act confidently and decisively, even in isolation.
- Initiative and adaptability: The ability to adapt to changing circumstances and take initiative was crucial. Dewsnap's quick thinking and resourcefulness ensured the mission's continuation and the safety of his fellow soldiers.
This is an inspiring story, but how can the concept of Mission Command translate to a business context?
Understanding Empowered Leadership
A more appropriate term for business is perhaps ‘Empowered Leadership’. The core components remain - a leadership philosophy that emphasises:
- Decentralised decision making
- Freedom of action
- Initiative
- Speed
- Responsibility
- Trust
- Mutual understanding
In practice, this allows leaders to grant followers the freedom to act in line with a clear intent, enabling them to make decisions based on the situation at hand as long as the specified objective (mission) is achieved.
Applying Empowered Leadership in Business
Decentralised decision-making
In a business environment, decentralised decision-making empowers employees at all levels to take ownership of their roles. By providing clear objectives and the freedom to determine how to achieve them, businesses can foster a sense of responsibility. This approach maximises engagement, encourages innovation and allows teams to respond quickly to challenges and opportunities.
Building trust and mutual understanding
Trust is the foundation of Empowered Leadership. In a business context, leaders must cultivate an environment where trust is mutual and pervasive. This involves transparent communication, consistent actions and a genuine commitment to the well-being of team members. When employees trust their leaders and colleagues, they are more likely to collaborate, make effective decisions and demonstrate behaviours that align with their leaders’ intent.
Encouraging initiative and innovation
Empowered Leadership thrives on initiative. By encouraging employees to take initiative, businesses can tap into the diverse talents and perspectives within their teams. Leaders can create a culture where new ideas are welcomed (and genuinely listened to) and experimentation is encouraged. This not only drives innovation but also empowers employees to take calculated risks that can lead to significant breakthroughs. Key to this is how failure is viewed. Treat it with punishment and initiative will be stifled. See it as a learning opportunity for all and innovation will thrive.
Leadership styles for Empowered Leadership
There are three key leadership styles that enable and support Empowered Leadership:
- Leadership Coaching: Focuses on developing individuals' skills and capabilities by specifying what they need to deliver and giving them time and space to determine how they will do it. Leaders act as coaches rather than directors, providing guidance, advice and support while allowing team members to learn and grow, including making mistakes along the way.
- Visionary: Visionary leaders provide a compelling vision of what’s to be achieved, aligning with the Empowered Leadership principle of clear intent. By inspiring and motivating teams with a shared vision, leaders can encourage employees to take ownership of their roles safe in the knowledge that their efforts will contribute to bigger goals.
- Participative: Involving all team members in decision-making processes and valuing their input builds trust and fosters a collaborative environment where employees feel empowered to contribute and challenge, regardless of tenure or experience.
Training and development
Just as the military invests in rigorous training to develop leaders and followers, businesses must prioritise continuous learning and advancement. Development should include building decision-making skills, emotional intelligence and resilience. By equipping employees with the tools they need to succeed, businesses can ensure that their teams are prepared to navigate complex challenges without relying on senior individuals.
Overcoming challenges
Implementing Empowered Leadership in a business setting is not without its challenges. It requires a shift in mindset from traditional hierarchical structures to a more flexible and adaptive approach. Leaders must be willing to relinquish some control (but not necessarily accountability) and trust their teams to make decisions. This can be difficult, especially in organisations where micromanagement is part of the norm or regulation is restrictive.
To overcome these challenges, businesses should:
- Clearly communicate the vision, objectives and any ‘rules of engagement’ as simply and as often as possible to maximise understanding and alignment across the organisation.
- Provide ongoing personal and professional development to help employees develop the skills needed for effective and confident decision-making and collaboration.
- Foster a culture of continuous feedback and learning, where mistakes are seen as opportunities for growth.
The benefits of empowered leadership in business
When implemented effectively, Empowered Leadership can lead to numerous benefits for businesses:
- Increased speed and agility: Decentralised decision-making allows organisations to respond quickly to market changes and customer needs.
- Enhanced innovation: By encouraging initiative and input, businesses can harness the creativity and ingenuity of their teams.
- Improved morale: A culture of trust and empowerment boosts employee satisfaction, engagement and retention.
- Greater productivity: When employees are given the freedom to act, they are more likely to employ discretionary effort and will be more motivated to achieve their (and therefore their leader’s) goals.
Conclusion
In an era where change is constant, businesses must adopt leadership approaches that enable them to thrive in uncertainty. Empowered Leadership offers a powerful framework for empowering leaders and teams to achieve their full potential. By embracing decentralised decision-making, building trust and encouraging initiative, businesses can develop a dynamic and resilient organisation.
As senior business leaders, the challenge lies in adapting these principles to fit the unique context of your organisation and doing so in a consistent and meaningful way. You can then unlock the potential of your teams and drive sustainable growth.
To find out more about Empowered Leadership and Boyden’s Leadership Consulting solutions, contact:
Richard Waddell, Managing Partner
richard.waddell@boyden.com
