How Do You Approach the Development of Your Team?
Ever wondered what it takes to build an unstoppable executive team? Top insights from a visionary CEO and a strategic Managing Director shed light on this pivotal process. First up, discover why aligning strengths with organizational goals can transform leadership dynamics. To wrap it all up, the article shares eight powerful insights culminating in the vital importance of emphasizing feedback and recognition.
- Align Strengths with Organizational Goals
- Craft Custom Development Plans
- Address Overlapping Growth Opportunities
- Promote Continuous Learning and Growth
- Foster Open Communication and Relationships
- Delegate Responsibility for Empowerment
- Invest in Training and Development Programs
- Emphasize Feedback and Recognition
Align Strengths with Organizational Goals
When developing my executive team, I prioritize a collaborative and tailored approach that focuses on aligning individual strengths with the overall goals of the organization. I believe in fostering an environment where open communication, continuous learning, and a shared vision are at the forefront. This means conducting regular assessments of each executive's skills and potential, and identifying areas for development, whether through mentoring, external training programs, or cross-functional projects. By encouraging executives to set personal development goals aligned with the company's objectives, we create a culture of accountability and growth.
A successful example of this approach occurred when we recognized the need to enhance our marketing strategies in response to changing consumer behaviors. I initiated a development program for our Chief Marketing Officer, pairing them with a seasoned industry mentor while also encouraging them to lead a cross-departmental initiative focused on digital transformation. The outcome was remarkable; not only did the CMO gain invaluable insights and skills, but the initiative also resulted in a 20% increase in customer engagement across digital channels within six months. This not only improved our marketing performance but also empowered the executive team, reinforcing the value of strategic development and collaboration in driving organizational success.
Craft Custom Development Plans
As CEO, I take a hands-on approach to developing executives. I evaluate strengths and growth areas, then craft custom plans to stretch them.
For example, my VP of Sales struggled with time management. I paired him with an executive coach. In six months, his team's productivity rose 20%, and he's mentoring others.
My CMO lacked confidence in strategic planning. I included her in discussions and asked her to present findings. Her work was strong. Providing experience in a low-risk way built confidence.
Mentorship is key. I meet monthly with each leader to provide feedback so they feel motivated to advance skills and careers. When leaders thrive, the company benefits. Building my executive team started by evaluating each individual's strengths and growth areas. I created customized development plans, set clear expectations, and provided resources for building critical skills.
For example, my VP of Product avoided strategic discussions but had strong technical skills. I involved her in key planning and asked her to present to executives. She gained confidence sharing insights, and her satisfaction and productivity improved significantly within six months.
My VP of Sales struggled with delegating work, limiting his team’s productivity. I paired him with an executive coach to implement processes enabling focus on high-level tasks. His team’s productivity rose 20% in six months. Now he mentors other leaders.
I meet monthly with each leader, provide feedback, and craft development plans for individual and company success. Specific, targeted development is key. My goal is leaders who scale with our rapid growth. I start with evaluating strengths, developing targeted plans, and providing resources and opportunities to build critical skills. Advancement is expected and supported.
Address Overlapping Growth Opportunities
Throughout my career, I've found that executive development is typically less about strengthening functional skills or business acumen and more about helping the company's leaders better navigate the complexity, ambiguity, responsibility, emotionality, and ever-changing nature of their roles.
Every human has weak spots, and executives are humans like all of us. Of course, those weak spots are often sensitive. Rather than calling individual executives out for further development, identify areas where there are overlapping growth opportunities among several leaders—and call everyone in as a starting point for group learning or coaching.
For me, this "team-sport" approach has been incredibly effective in addressing delicate topics and encouraging open-mindedness and evolution.
In a previous role, there was a trust issue among several of the leadership team members. We identified this challenge and enlisted a facilitator to take us through "The Five Dysfunctions of a Team" (a book and workshop by Patrick Lencioni), which gave everyone in the group permission to express their fears, needs, and perspectives in a shared, safe environment, rather than singling out one or two individuals for focused development. By sharing an experience like this as a team, not only did the executives who struggled with trust benefit from the learning, but the group formed stronger bonds as a whole.
At another company, several members of the executive team struggled with giving constructive and respectful feedback to their peers, as well as their subordinates. It had started to create a culture of fear, which, of course, is detrimental to employee well-being and company success. Again, rather than pointing a finger at one or two members, I took the opportunity to lead the entire leadership team—executive and director-level management—through an 8-week "Dare to Lead" workshop, created by Dr. Brené Brown. Everyone had the opportunity to be vulnerable in their own way, to share their experiences and apprehensions, and to co-create new communications and working norms. They also developed a shared language to help better navigate future feedback situations, and because everyone was involved, everyone became enrolled in holding each other accountable.
By taking a group-based approach, you can not only foster individual executive growth but strengthen the team as a whole along the way.
Promote Continuous Learning and Growth
Prioritizing a culture of continuous learning and growth helps team members stay engaged and innovative. By encouraging everyone to seek out new knowledge and skills, it creates an environment where improvement is constant. This approach can lead to higher job satisfaction and better team performance.
When team members see that growth is valued, they are more likely to push their boundaries. Start creating opportunities for learning within your team and see the positive changes unfold.
Foster Open Communication and Relationships
Building strong relationships and fostering open communication is essential for team cohesion. When people feel connected to their colleagues, they are more willing to collaborate and support one another. Open lines of communication ensure that issues are addressed quickly and that everyone feels heard.
This mutual respect and understanding can drive the team to greater heights. Encourage your team to build these connections and communicate effectively for optimal success.
Delegate Responsibility for Empowerment
Empowering team members by delegating responsibility and providing autonomy can significantly boost their confidence and performance. When individuals feel trusted to make decisions, they often take more initiative and demonstrate higher levels of creativity. Autonomy also makes employees feel more in control of their work and less stressed.
This empowerment can lead to a more motivated and productive team. Start giving your team more responsibilities and watch them rise to the occasion.
Invest in Training and Development Programs
Investing in training and development programs is crucial for enhancing skills and knowledge within a team. When employees have access to learning resources, they can stay current with industry trends and improve their capabilities. This investment not only benefits the team but also the organization as a whole by fostering a culture of excellence.
Improved skills lead to better job performance and innovation. Consider implementing regular training sessions to keep your team at the top of their game.
Emphasize Feedback and Recognition
Emphasizing regular feedback, recognition, and performance evaluations helps in continuously improving team dynamics and individual contributions. Feedback allows members to understand their strengths and areas for improvement while recognition boosts morale. Performance evaluations provide a structured way to measure progress and set future goals.
This combination of strategies ensures that the team is always moving forward. Make it a practice to regularly assess and appreciate your team's efforts for sustained growth.