5 tips for a simpler and more sustained approach to leadership

Over the years I've come across so many businesses where leadership has just become all too hard. Either the exec wasn't sure exactly which approach they wanted to take so they've implemented multiple options, or legacy and the inertia of existing culture has lead a business to find themselves in that position. How can you turn that ship around?

Here are my five tips for navigating a new leadership course:

1. ​First and foremost, understand your current culture, context (operating environment), vision and values. Without this fundamental awareness, investment in fixes will likely be ill-positioned or do even more damage. Once you understand where you're at, as a business you can then reflect on what's required/desired for the future in these four areas.
2. Understand the impact of history and legacy. Inertia, status quo, momentum - call it what you will. There is something to be said for the almost hypnotic sensation of 'what was'. Your employees have been directly (and indirectly) rewarded for all kinds of behaviours during their time in your business, so don't discount their natural desire to stay in line with this. Understand the systems and processes that have impacted on leadership effectiveness in the past.
3. Resist the temptation to make short term fixes and changes.  What I've come to experience is that 'band-aid' solution that solve the superficial problem often cover up or exacerbate the underlying, more deeply entrenched problem. For example, implementing a leadership development program may seem like a great first step, but are you hiring the right leaders to begin with? Has your business set out clear leadership pathways within the organisation? Have you have clearly and consistently communicated your expectations of leadership behaviour and results? Is there adequate support and resources to guide leaders in using any new-found skills? There could be two or three necessary steps before implementing something like a leadership development program. Sound like hard work? It probably is, but it's a much more sustainable approach that will set your leaders up for success and ensure that your not fixing a much bigger problem down the track.
4. Beware the lure of complexity. If it's complex, it must be best practice right? Not always. Just because something is big and shiny, doesn't necessarily make it the most efficient and effective use of your investment. Simple, common sense processes and approaches can be a great way to engage your managers and leaders in real, sustained change rather than lumping them with one more hard-to-process methodology to implement.
5. Work to understand the barriers to change. I often hear managers and leaders say that they "don't have time" to manage the people side of their team. While there may well be an underlying workload issue that needs to be addressed, most times it's a load of hooey. I really encourage you to look beyond the initial excuses to understand what's really going on. What are they telling themselves that makes leading their team difficult?

​By taking a broader view of leadership and more holistic approach to investing in your leaders, you can see that there is so much to be gained. Clearer direction, more alignment, stronger engagement and happier leaders. All of which we know lead to improved productivity.

​If you'd like to discuss how this approach to building leadership could work in your business, please just get in touch at therese@mindsetcoachconsult.com.au or on 0409 585 443.

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