Business Leadership
that Builds Company Culture
Wearing All the Hats:
- Systems expert
- Team leader
- Visionary
- Task manager
- Problem solver
- Schedule director
- Meeting host
- Deadline enforcer
… the list goes on and on. Sound familiar?
As a C-suite executive, you can quickly fall into the trap of wearing all the hats. Instead of being the resource person, you become the point person…for the whole team.
But is wearing all those hats really the most effective way to lead a company?
Executive Leadership
Leadership can make or break a company. Effective leadership requires discipline, intentionality, and skill-building.
According to a poll by CareerBuilder.com, 58% of managers claimed to not have received any training in leadership or management; they were promoted on the merits of their own work.
In other words, over half of the people in leadership positions in the workforce aren’t trained in leading.
While merit-based promotions are admirable, putting someone in a leadership position with no experience in corporate leadership can hinder a company’s performance.
The skills it takes to manage and lead a team are usually different from the skills it takes to do the work assigned to the team. A leader must be able to see the big picture of the company goals and work objectively toward those goals, maximizing the potential of each individual on the team.
Putting someone in a leadership position simply because he or she was good at their job isn’t enough. A leader needs to be developed and grown to optimize the business and its growth.
Managing By Crisis
Harvard Business Review claims that one of the top reasons people quit their jobs is because of problems with their bosses. Ineffective leadership causes low team morale, reduced productivity, less profitability, and leaves too much room for constant company drama.
It becomes an issue of company success when there’s a boss or manager who doesn’t lead effectively.
Management problems can almost always be traced back to managing by crisis.
Managing by crisis is when a leader’s management strategy is to be the problem solver. She spends her time putting out fires, micromanaging, helping each individual do their job, and being the point person for the whole team.
This sets up a work structure that can only be productive if and when the team leader is directly involved in each task. It requires the leader to wear all the hats and have a hand in all that goes on in the company.
As you can imagine, it can quickly lead to burnout for the manager as well as a frustrating dependence for the rest of the team.
Managing By Objective
However, when a leader is properly trained, there’s a noticeable contrast in her approach to team management. Rather than managing by crisis, an effective leader manages by objective.
Managing by objective allows the company leader to step back from being the main point of contact. Rather, this style of management sets each team member up to be an effective problem solver and critical team player.
An effective leader clearly communicates expectations and company goals. Then, she brings each team member along on the journey of achieving these company goals. This produces greater brand investment and a more positive company culture.
An effective leader manages by objective without getting bogged down by the daily hiccups of the business. By maintaining trust in her team to execute their responsibilities toward the common company goals, a strong leader can focus her energy on maximizing each team member and every piece of the puzzle to capitalize on the company’s growth opportunities.
Company Culture
Through managing by objective – not by crisis – a leader defines the culture of the company. This leads a team to feel empowered and a part of something bigger. It boosts morale because every employee knows they are an integral part of the company and its goals.
When everyone supports the brand and its goals, the company thrives.
But getting the whole company to this point is the hard part. That’s why it takes training and intentionality to be a manager and a company leader. This requires more than just a knowledge of all the jobs that make up the company.
Gaining a positive company culture requires a specific set of skills. A leader needs an understanding of people and what motivates them. She needs to know how to build and maintain relationships. She needs to communicate clearly and effectively in a way that builds trust and respect while also maximizing a person’s potential.