Powerful Teams Aren’t a Perk. They’re the Point!

Remember when “empowered teams” were on every company manifesto? When hiring meant finding people with real potential, onboarding meant honest conversations, and promotions were based on contribution, not politics?

Somewhere along the way, we lost the plot.

We got buried under processes. We confused perks with purpose. And in too many places, courage was replaced by caution.

Patty McCord’s Powerful gently but firmly invites us to remember what really matters in a workplace. Not just as leaders, but as humans. She writes:

“The greatest motivation is contributing to success.”

That’s it. That’s what most of us want from work. To do something that matters, with people who care. To bring our energy, our intelligence, our full selves, and be part of something meaningful.

“True and abiding happiness in work,” she says, “comes from being deeply engaged in solving a problem with talented people you know are also deeply engaged…”

It’s not just poetic. It’s practical. Teams like that build great products, delight customers, and outperform the ones stuck in hierarchy and fear.

So what happened to empowered hiring, onboarding, and promotions?

Nothing. They didn’t vanish. They just need us to show up for them again: with clarity, emotional intelligence, and yes, courage.

Empowered hiring means choosing people who challenge us, not just fit in.
Empowered onboarding means setting real expectations, not just pointing to a wiki.
Empowered promotions mean lifting up those who truly move the work forward, even if it’s not the usual suspect.

These aren’t soft ideas. They’re smart strategies. Because trust, autonomy, and honest feedback aren’t just “nice to have”, they unlock performance.

They build the kind of teams McCord is talking about when she writes:

“A business leader’s job is to create great teams that do amazing work on time.”

Simple. Not always easy. But worth it, every time.

If you’re a candidate: don’t settle. Ask the hard questions. Look for teams that care.
If you’re a manager: lead with transparency. Build trust early. Celebrate truth-tellers.
And if you’re in a position to shape culture: remember that empowered workplaces don’t appear by magic. They’re built, moment by moment, conversation by conversation.

Let’s not make empowerment another buzzword. Let’s make it a practice.
One hiring decision. One onboarding experience. One courageous promotion at a time.