8 Habits of effective leadership teams
What makes a leadership team successful? These 8 habits are key components of leadership teams that thrive and create a positive environment for other employees to work and grow.
Aligned leadership is the most important aspect of a successful team. If they are not aligned on the company mission and goals, this will trickle down through the organization creating confusion and leading to half-baked deliverables. The Predictive Index Design solution can identify areas of misalignment and The Outstanding Company can facilitate a productive discussion with your leadership team to help you all get on the same page.
Champions of culture
Leaders know that actions speak louder than words. What they do and how they do it speaks volumes over the values written in an employee handbook. Behavior and culture trickles down from the top, and employees will mirror the behaviors that are displayed by leadership.
Calm in crisis
When the unexpected happens or something goes awry, all eyes are on the leaders. They must maintain calm composure, clearly state the level of risk in the current situation, and focus on solutions. It’s important not to blame others in these types of situations. Mistakes happen and so do surprise emergencies (can you say COVID-19?). Employees will already be brimming with anxiety and uncertainty, so it’s critical that leaders keep steady as they lead the organization through change and challenges.
Leaders know that everything won’t go according to plan and that change is the rule rather than the exception in the modern-day business world. The leadership team must be able to adapt to new competitors, technology, and a changing market and economy. It’s important that leadership teams don’t change their goals and company direction every time they are facing changing conditions, but they should be flexible in how they will achieve their goals. Leaders should also empower employees to stretch their natural behaviors and tendencies to succeed in the face of change.
Leverage their teams
No one likes a micro-manager, and no one benefits from one either. Leaders should lean into their teams for support and expect the best from them. By using tools from The Predictive Index, like the Behavioral Assessment results and Team Work Styles, leaders can build cohesive and efficient teams to work on projects. They can also select people with complementary skills and behavioral styles to carry out larger company initiatives.
Share credit generously
In addition to empowering your team to contribute and achieve goals, leaders should recognize team members for their contributions. Leaders are often in situations where they are presenting company work and accomplishments. When possible, engage other employees in the process and offer them the opportunity to present. When that’s not an option, be sure to dish out credit generously to the teams or individuals who contributed (and ultimately made leadership look good). This builds trust with others and develops confidence in employees. You can leverage an individual’s Reference Profile to determine the best way to recognize them for their work.
Leaders must be truthful and share information with the organization in a timely manner. It’s important to share it with groups rather than in one-off situations so that everyone receives the same message at the same time. Of course, executives may need to share information with managers before front-line employees and may also decide that managers are able to relay the information to their teams.They should give managers clear guidelines on what to communicate and when so that some teams aren’t left out of the loop. Leadership teams can then send a follow-up email or video and host a company-wide meeting to address the news that managers shared with their teams and answer any outstanding questions.
It’s also important for leadership to not over-rotate in the world of transparency. Sharing partial information can do more harm than good, and sometimes leaders need to wait for complete information before communicating it to the rest of the company.
Displaying consistent behaviors sends a strong message to employees and helps them make decisions about how to interact with leaders. Inconsistency is destabilizing and can wreak havoc on a team. Leaders should respond to mistakes with a similar approach each time and should set a clear standard for work. If a leader is praising work one moment and ridiculing similar work the next day, employees will be baffled. This causes employees to second-guess themselves, procrastinate, and make mistakes. When your behavior is consistent, employees know what to expect and can focus their energy on doing good work.
Schedule a free consultation with The Outstanding Company to learn more about how to design successful leadership teams at your organization.