How Strong Is Your Leadership and Management Team?
When evaluating your company’s ability to grow and to really scale itself, there is one question you must first ask yourself. How strong is your leadership and management team? Depending on your size, you may only have one level of management. As you grow, there will be multiple management levels to monitor. No matter the number of levels in place at this moment, your ability to grow will be dependent on leadership and management strength. Would your competition be jealous of your team?
A Fish Stinks from Head to Tail!
Too often I hear the management team complaining that their company would be so much better if they had better people. If this problem is occurring in your company, start scrutinizing leadership. If you have the wrong team, you likely have problems at the top. The problem at the bottom will not be fixed until you fix the problem at the top.
Do You Have the Right People in the Right Seats
“The right people” refers to company culture. Does each of your leaders and managers exemplify your company’s core values? If not, they are creating the wrong standard of behavior for the rest of the team and will infect your culture.
“The right seats” refers to performance. Does the person you have chosen to perform in a position produce the outcomes required of that position? In many cases, leadership is not held to the performance standards required of lower-level employees. If I were to ask you which top 2 to 3 key performance indicators are used for each leader on your team as standards for good and bad performance, would I get the same answer from you and each subordinate? If not, how do you know you have the right people in the right seats? How do you know whether any part of your organization is suffering because its leader is underperforming?
Are They A Strong Team?
Here is where things are usually the most difficult. Do you find it hard to get people with different personalities, experiences, beliefs, and functional skills sets to work together? Do you find imbalance in how much of the leadership weight is being carried by various leaders? Do you find it strange that people who are supposed to be working together work at cross-purposes? It is frustrating how seemingly smart people can spend so much time putting out fires rather than addressing the issues that would prevent the fires in the first place. When I have met strong leaders this is what I find:
- People that never stop learning.
- Smart and talented people who have humility.
- Answer-seekers that ask a lot of questions.
- Knowledge and experience combined to co-create.
- Balance in contribution from team members in meetings.
- All team members seek each other’s opinions on various issues.
- Healthy conflict and debate on key issues.
- Alignment on the priorities.
- Decisions made and commitment from all team members.
- Team members hold each other accountable.
- They get the most important priorities done and consistently achieve their goals.
Call Howard Shore for a FREE consultation at (305) 722-7213 to see how an executive business coach can help you run a more effective business or become a more effective leader.