Motivate and empower colleagues to deliver outcomes

This standard is about motivating and empowering colleagues to deliver intended outcomes within your area of responsibility. You work in partnership with colleagues to assess factors that influence motivation, confidence and empowerment and establish conditions that support trust, ownership and accountability. You communicate vision, expectations and intended outcomes clearly, enable colleagues to use their strengths and support them to identify actions that contribute to team and organisational priorities. You identify and address barriers that limit motivation or contribution, promote inclusive practices and enable idea-sharing that improves performance. You use data, feedback and research to monitor motivation and engagement, respond to concerns in line with organisational procedures and support colleagues to address behaviours that undermine motivation or empowerment. You reflect on your own practice to strengthen how motivation and empowerment are enabled. 

This standard applies to managers and leaders at all levels across all sectors.

1. Work in partnership with colleagues to assess factors that influence motivation, confidence and empowerment within your area of responsibility to identify opportunities and barriers. 
2. Establish and maintain conditions that support trust, motivation and empowerment to enable colleagues to contribute confidently and effectively. 
3. Communicate vision, expectations and intended outcomes clearly to support understanding, ownership and accountability. 
4. Enable colleagues to take ownership of their work, using their strengths to deliver intended outcomes. 
5. Work in partnership to support colleagues to identify actions that contribute to team and organisational priorities to strengthen alignment and impact. 
6. Identify and address barriers that limit motivation, confidence or contribution to support effective performance. 
7. Promote inclusive practices and behaviours aligned with organisational values to support fairness, belonging and empowerment. 
8. Enable colleagues to share ideas that improve work and outcomes to support innovation and continuous improvement. 
9. Support colleagues to understand their role in contributing to wider team and organisational outcomes to strengthen purpose and engagement. 
10. Use data, feedback and research to monitor the working environment and identify changes that affect motivation or performance to support timely action. 
11. Respond to concerns about motivation or performance in line with organisational procedures to maintain fairness and support improvement. 
12. Support colleagues to address behaviours that undermine motivation or empowerment in line with organisational expectations to maintain standards and trust. 
13. Reflect critically on your own practice to identify improvements in how motivation and empowerment are supported.

1. What motivation and empowerment mean in the workplace. 
2. The factors that influence motivation, confidence and ownership. 
3. Theories of motivation and empowerment, and how they apply in practice. 
4. How leadership behaviours affect motivation, engagement and performance. 
5. How to support colleagues to identify actions that contribute to team and organisational priorities. 
6. How to communicate vision, expectations and intended outcomes to support ownership and accountability. 
7. How to identify and address barriers that affect motivation, confidence or contribution. 
8. How to support colleagues to use their strengths to deliver intended outcomes. 
9. How to promote inclusive practices that build trust and empowerment. 
10. How to support colleagues to address behaviours that undermine motivation or empowerment. 
11. How to enable idea-sharing and contribution to improvement. 
12. How motivation and empowerment influence performance and organisational culture. 
13. How to adapt approaches to meet diverse needs and experiences. 
14. How to use data, feedback and research to monitor motivation and engagement within teams. 
15. How to create environments that support ownership, confidence and accountability. 
16. How to reflect critically on your behaviour to improve how motivation and empowerment are enabled.

The following values underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Respect – valuing colleagues’ contributions, strengths and experiences.
• Inclusion – supporting diverse needs and reducing barriers to participation.
• Integrity – acting consistently with organisational values.
• Openness – encouraging honest communication and shared understanding.
• Responsibility – taking ownership of the environment you create for motivation and empowerment.
• Growth – supporting colleagues to develop confidence and capability.

The following behaviours underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Act with integrity, supporting honest communication and accountability.
• Be inclusive, recognising and reducing barriers to motivation and contribution.
• Act with respect, valuing colleagues’ strengths and contributions.
• Be curious, encouraging idea-sharing and improvement.
• Take accountability for your impact on motivation and empowerment.
• Role-model trust and openness, enabling colleagues to take ownership.
• Practise self-care, maintaining habits that support balanced and effective leadership.