As downsizing of government and business organizations has become widespread, many managers are seeking to increase productivity by empowering the workforce. When effectively and appropriately implemented, empowered workforce structures can cut costs and improve quality and safety. Yet resistance to such changes arises from a patriarchal environment predicated on control, consistency, and predictability. Values, personalities, and behaviors are not accessible to consistent and predictable control and may vary widely in a diverse workforce. Employers must make a major leap away from patriarchal systems to stewardship. A four-tier model of empowerment training focuses on context, communication tools, outcomes, and the use of experiences. The context for training involves five commitments by participants: taking full responsibility, speaking the truth, asking for what is needed, paying attention, and honoring agreements. Key communication skills are the giving and receiving of feedback with the five commitments in mind, acknowledgment of specific employee contributions and their impact, and completion (resolving unresolved issues). Desired learning outcomes for members of work teams are listed. Facilitators of the experiences used must set the context, observe verbal and nonverbal details that go unnoticed by the group, hold participants accountable, and direct the discussion. Sample process questions are suggested. (SV)