"Of course, one can order a room better than a child, but the key is that we train the child to do so. This takes time. Self needs to be involved in training and development. It takes time, but that time is valuable later. In the long run, that time is recovered "(Stephen Covey).
It is easier to do things for ourselves "to make sure they do well" and surrender to the process of education, training and empowerment that we owe to other people working with us (supervised, co-workers) or who live in our home (children, spouses). As leaders our goal is to empower people in the roles they play and play them are focused on what's important in their lives and work. Assuming the responsibilities of others (children, supervised, etc.), creates dependence on us and does not contribute to the process of enabling people to take responsibility, improve their work and performance and develop their potential.
Leaders who act as trainers and enablers of people, helping others to understand their role in the organization or community, providing also the necessary tools to implement their roles and promoting the development of their potential.
Similarly provide opportunities (challenges, responsibilities) to generate learning. In this regard Jaap said Tom, in his book Leadership Development: "A trainer is a person who works by applying the philosophy of training, which allows you to relate to others so that it generates synergy. The trainers are sensitive and aware and strive to improve their effectiveness in terms of their own personal contribution. Empower others to help themselves is one of the main aspirations because they recognize that structuring the trust in others, the efficiency has a real chance to emerge. The effectiveness of their efforts can be measured by how people achieve results.
Another way to enable trainers to teach others is by example. The trainers do not see the bulls of the barrier, but are involved in the process. Participate actively in the work. Assume its share of responsibility and commitment they deserve.
The expectation of the trainer is working to develop a working atmosphere that encourages people to be seekers of solutions, to focus on results. The trainer's vision is to empower others to learn to turn to self-generate themselves and, while they perceive when and how others can help.
When a trainer wants to empower others, create an environment that encourages people to take responsibility for their own development. This type of leader understands that until the individual is committed to their education, not really growing. He knows that the educational process can not be delegated to others (employers, schools, etc.).. The trainer encourages the person to take charge of their development, and he set the pace, the number and intensity with which they will learn. In that sense are not designed to "teach" but to help people learn.
The trainers / enablers that help people focus on their talents, experience, opportunities, aiming to unlock its potential, so that they improve their performance. In this way the input works with the trainer is not his own ability and experience but the experiences, talents and abilities of their followers.
The trainers also trust the people. Have high expectations of them. Expect the best in people. This makes working individuals trying to keep pace with those expectations.