15th March 2018

Supporting and developing leaders

Blog post

Supporting and developing leaders

While CEOs are responsible for the successful operation of an enterprise, they cannot be personally involved in all the decisions needed to run a large, complex organisation.

True leaders understand that no matter how smart and innovative their development strategy, success is heavily dependent on their team’s support and a collective commitment to their vision.

To rally your senior management team and the entire organisation behind shared goals you need to drill deep to gain a clear understanding of what drives, inspires and galvanises your employees. Also, you need to surface and manage differences.

After all, differing opinions can offer valuable insight on employees’ needs, pain points and purpose.

To uncover the common motivation that drives everyone towards your desired results, you must first understand where everyone is in their thinking.

Furthermore, because most companies focus on individual appraisals, they overlook the need to take an elevated view of how a team is performing.

One team, one heartbeat

By assessing the whole team as one complex ecosystem, leaders can identify the reasons behind dysfunctions and areas that need improvement. It also enables them to uncover the things the team are really good at. In this way they can support and enhance the positive aspects and increase collective performance further.

Blind spots are important to know, but don’t ignore the strengths.

At the same time, very few teams manage conflict productively or hold each other accountable when working on projects. As a result the level of trust is not very high and people find it difficult to give feedback, be it positive or negative.

Thankfully, Footdown’s diagnostic solutions can efficiently uncover the root of dysfunctions, strengths and latent opportunities in just a matter of minutes.

Bear in mind that to ensure full transparency and honesty, confidentiality and anonymity is crucial. Only when these are in place will employees feel secure to provide insight and feedback that truly discloses the root of their pain points.

Once you have identified the company’s strengths, but also difficulties as well as counterproductive processes or structures, you can articulate and communicate a clear, easily understood strategy.

And now that you’ve defined success for your team and what the company wants to achieve, the next step is to let senior managers supervise and guide day-to-day business activity.

Remember, the most powerful CEO is one who expands the power of those around him or her.

The middle management level is an essential segment as they translate most of the company’s strategy into operational direction.

Building a high performance management team, aligned behind shared values and purpose is a crucial task for any chief executive.

In conclusion, a successful strategy for developing leaders stems from clear, unbiased insights into employees’ and teams’ ways of thinking and their relationship with the organisation, its processes and structures, but also the CEO’s efforts for building a strong team of leaders that are not just good at their jobs but also capable of effectively managing their respective teams.


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