It might sound obvious, but great leaders – and perhaps even more importantly, great leadership teams – must put organizational goals above personal gains and preferences. Seems simple, right? But oftentimes, it’s not – and it can mean the difference between a thriving organization and one that merely gets by.
In a team setting, it’s natural for leaders to want to be involved in and exert influence over every functional aspect of their organization… and sometimes beyond it. While this kind of proactivity sounds honorable, it can easily become the downfall of a team for two reasons. First, it’s simply not a viable and scalable method of leadership at the granular level. Second, it’s a way of operating that’s not built on the trust of downstream team members and doesn’t let others have a chance to grow. Leaders must set the example for the entire organization and that means letting go of their personal agendas and influence for the flourishing of the teams under them.
While leaders do occasionally need to exert involvement and get in the weeds on specific issues or projects, there’s a fine line – especially for the self-admitted control freaks. The key here is to align company goals with the goals for department or functional units so leaders are incentivized to work together. This doesn’t happen without a focused effort and frank discussions.
So, how you do know when it’s working? Our friends over at Relationship Impact have identified four characteristics of great leadership teams and how to spot them:
- Great Leadership Teams are Force Multipliers. A great leadership team isn’t just responsible for the members of its group. They set the tone – and the example – for the entire organization. A great leader knows how to best utilize their teams so that they exceed the results of the sum of the individuals.
- Great Leadership Teams are Aligned. Leadership team members often each play a different role, but they must be on the same page when it comes to the organization’s strategic direction and how to achieve it. A great leader knows how to align their team and adjusts over time.
- Great Leadership Teams are Accountable. Great leadership teams know what’s important to the organization and, more importantly, how to get there. They hold each other – and the company as a whole – accountable in order to ensure those goals are met. A great leader knows how to establish a culture of accountability within their organization.
- Great Leadership Teams are Resilient. While the above characteristics are extremely important, we recognize that even the best leadership team might not hit the nail on the head every time and in every category. That’s why resiliency is also an essential trait and why great leaders need to set their teams up to bounce back.
Click here to read the full Relationship Impact article.
While these characteristics start with the leadership team, they symbolize a philosophy that permeates throughout an entire organization. Finding great leaders and great talent isn’t always easy – but Smart HR can help. Check out our Recruiting & Talent Acquisition services.
