Since then, one can sort a room better than a child, but the key is that we want to train the child to do so. This takes time. Self must be involved in the training and development. It takes time, but that is valuable that time later. In the long term, that time is retrieved (Stephen Covey). It is easier to do things by ourselves to make sure that they do well and surrender to the process of and training enabling owe to other people who work with us (supervised, co-workers) or that coexist in our home (children, spouses).

As leaders our goal is that people train in which touches les play roles and focus on what is important to their lives and work. The responsibilities of other people (children, supervised, other), create dependency towards us and does not contribute to the process of enabling people to assume its responsibility, improve their work and performance and develop their potentialities. Leaders who act as trainers and enablers of people, help others understand your role in your organization or community, by providing the tools necessary for the execution of their roles and fostering the development of their potential. In the same way they provide opportunities (challenges, responsibilities) to generate learning. In this respect Tom Jaap, asserts in his book leadership development: A trainer is a person who works by applying the philosophy of training, which allows you to interact with others to generate synergy.

Trainers are sensitive and know and strive to improve their effectiveness in terms of his own personal contribution. Train others to help themselves is one of the main aspirations, because they recognize that structuring the trust in others, efficiency has a great possibility to arise. The effectiveness of their efforts can be measured by the way as achieved results with the people. Enable another form as trainers to others is teaching by example. Trainers do not see the bulls of the barrier, but they are involved in the process. They take an active part in the work. They assume the share of responsibility and commitment they deserve. The expectation of the capacitor is working to develop a work atmosphere that encourages people to be seekers of solutions, to focus on the results. The vision of the trainer is to enable others to learn to lead themselves and generate self-management, while they perceive how others can help and when. When a trainer would like to empower others, created an environment that encourages people to take responsibility for their own development. This type of leader understands that until the individual is not committed with their educational process, it does not truly grow. Know that the educational process can not be delegated to other persons (employer, educational centres, etc.). The trainer stimulates the person to take charge of their development, and he himself determines the pace, the amount and intensity with which you will learn. In this sense are not oriented to teach, but to help people learn. Capacitors / enablers help that people focus on their talents, experience, opportunities, aiming to unleash your potential, so that they improve their performance. Thus the input capacitor works with is not your own skill and experience, but the experiences, talents and abilities of his followers. Trainers, moreover, rely on people. They have high expectations of them. They expect the best of people. This makes that individuals work with that seek to be at the level of those expectations.