This week’s anonymous leadership advice comes from a new leadership team member who is struggling with the purpose of the leadership team and their role on the leadership team:
Dear Focus, It’s the first leadership team I have sat on and I’m struggling to work out the dynamics and what’s important. There’s a lot of talking and not much action. What should I do?
Management teams can be hard work. They can be exhausting.
S-Teams can seem daunting, they can seem aggressive, typically passive-aggressive and create an atmosphere where many appear not to like each other personally or professionally.
It is rare these are friendly but asking difficult questions are essential to make progress.
Many start out with good intentions, unfortunately, many turns into environments some thrive and others struggle with.
This is where game playing has a huge step change and understanding the rules of this game is critical to your success.
Something to keep in mind in your situation is what function are the meetings serving and what function am I serving on this leadership team?
It is important to remember most Management Teams are particularly bad at onboarding their colleagues on the leadership team and worse at explaining the what, the why and the how.
The essential factor in MT’s or ELT’s is not to condition those around and below you to copy your behaviours and roll out this into the company wide culture.
Management Team Buddy
One important lesson I learnt and recommend to businesses of any size is to create a buddy system with someone else you trust on the leadership team and build upon that relationship and understand the unique set of rules you have in your meetings and understand how you add value to the meetings and to the company as a whole.
Understanding the unique dynamics and the HiPPO rules will be important milestones for you to set out and understand.
New Management Team Member Guidance
In your role as the newest member of the LT or ELT is holding your colleagues accountable and ensuring the business delivers guidance and keeps ahead strategically.
This can often be lost in the noise and the routine that management team meetings can become.
Tip To Keep Front Of Mind
One tip you will struggle to find elsewhere is to remember not to become too defensive or protective of your team or business line and allow the numbers to do the talking and introduce your team members to present their numbers, their feedback or ideas to the group where possible.
Over Indexed Voices
Something I have observed on different leadership teams is if you are a sales-driven business, you will over-index too much into the sales team voice without balance.
if you are a product based company (driven by product direction and usage) you can lean into the product teams vision and “their strategy” too much without hearing from valuable partners like Marketing or customer service and success. It is important to keep on top of this and ask for more input from those partners.
If the CFO / FD or CEO / MD speaks too much, you will be part of a HiPPO driven business and this will cause numerous friction points within the leadership team.
I recommend reading is it time for management pods article.
What is important to ask your colleagues:
- What are your management meetings for?
- Who controls and holds colleagues accountable?
- Why are you meeting in this cadence?
- Why do we meet for this length of time? Can we optimise this process?
- What function are you all serving?
- What role do I serve on this leadership team?
- How do we inform our colleagues and teams of upcoming projects and campaigns?
Once you either ask your colleague and answer or undercover and answer the quicker you will feel part of the management team and the closer you will get to adding value.
Good luck on your leadership team journey.
Important Leadership Resources:
Do yave your own question you would like answered?