Employee empowerment is the culture of providing teams with strategy and objectives without management being directly involved with each step of execution. I've seen many examples of the opposite in my career in the military. In one example, I came into a unit where the commander had authored and enforced a thirty-page squadron operating instruction that prescribed how every major process in the squadron was to be performed. Junior leaders spent their time managing all these processes instead of cultivating critical leadership skills and risk taking. In the corporate environment, this would stifle innovation and leave junior members waiting for direction or tasks from management - exactly the culture that developed in that squadron. Empowered teams would be able to liaise with customers on product feedback and emerging needs, while also being able to communicate how the organization is addressing those concerns. (Weiss, 2016) In an agile organization, those concerns and proposed solutions would incorporate real-time customer and employee input and be welcome up the organization's change. In this method, employee input is supported by senior management allocating additional resources or expertise to adjust processes and field new products. Luckily, the next commander chopped the operating instruction down to four