With the recent outbreak, many customs have changed--such as 79% of people who work with knowledge prefer locations they can be flexible in, and 94% want timings they can adjust. Although this shows that most employees remote or hybrid teams are willing to communicate and be productive, it still takes effort from leaders to make sure everything runs smoothly.
In fact, employee perception of executive leadership has worsened over the past two years. While 81% of executives say their company’s leadership is transparent about sharing new developments that affect the company, only 58% of employees agree with this sentiment.
As organizations embrace collaborative leadership, executives will need new management models that depart from a command-and-control style of management. Instead, our next ways of working should be founded on flexibility and transparency. And the first step in this process is to accept collaborative leadership.
Collaborative leadership entails bringing people from all levels of the company together. Information is openly shared in collaborative workplaces. In contrast to conventional, top-down leadership, which limits information flow for the rest of the business, it sits in opposition.
Leaders who take a collaborative approach will seek out a variety of viewpoints and ideas from their colleagues in order to make decisions and solve problems. Employees feel more valued and trusted, and a workplace culture emerges that encourages teams, allows creativity, productivity, and joy. Here's how corporate executives may get started.
The creation of transparency and the exchange of ideas has had to been adjusted due to remote work. With teams using communication platforms that allow them to work asynchronously, it is crucial to have an environment that promotes open and inclusive communication. Team communication is incomplete without open communication, which implies that all team members feel welcome to express their views and add their expertise to a project. It also entails communicating openly, so that all team members are kept informed about where a project, task, or decision is headed.
Managers should prioritize providing clarity and purpose for their workers, using methods such as:
It is not easy for leaders to be vulnerable, but it is critical for instilling a sense of teamwork and trust. Managers who are open and vulnerable at home tend to have more satisfied employees that go above and beyond at work, according to research. A few ways executives can increase transparency with their employees are as follows:
If they perceive collaboration to need too many extra steps or add time to their already hectic schedules, executives and employees will be less inclined to embrace it in the workplace. Instead of focusing on collaboration, companies should look at the long-term picture and figure out which activities and processes may be automated, allowing teams to focus on collaborating.
Reducing distractions and improving focus is another way to improve performance. This can be as basic as integrating apps or eliminating needless procedures. Teams may devote more time on the collaborative effort that adds value to the business by using software and technologies that automate activities.
If businesses hope to build teamwork skills, they should start by developing partnerships between employees. It's key to remember that everyone will have a different experience, and all experiences are valid. If executives want their employees to feel comfortable coming to them with problems, they need act like partners instead of bossy figures who make people feel uneasy about bringing up issues. Otherwise, the partnership--and trust--will be gone."
As more companies allow their employees to work from anywhere, leadership needs to adapt by being available digitally for social interactions and work-related tasks, regardless of location.A top-down leadership style isn't as effective as it used to be. Instead, leaders should inspire their teams to find new and creative ways of working together. This results in a happier and more engaged team that is also productive and joyful.
It's time for businesses to start adapting and implementing collaborative leadership methods to improve communication and teamwork within their organizations. By allowing employees to work from anywhere, companies are opening themselves up to new opportunities for innovation and growth. However, this transition cannot be successful without leaders who are willing to change their style of management and lead their teams in a more collaborative manner.
If you're looking for ways to improve collaboration and teamwork within your organization, start by implementing the tips mentioned in this article. It won't be easy, but the benefits of doing so are worth it. So, get started today and see how your team can excel with the help of collaborative leadership!
Peculiar, right? My old man said something like this to me for days on end and it's stuck. I'd also be remised to not say that it has bitten me in the ass from time to time in my quest for perfection. So when faced with the other adage of "perfection is the enemy of progress", I find myself at a crossroads in combating the damnation of my programming. What's interesting, and the premise of this article is that every year in Q4 we have a chance to change our expectations for the upcoming year. Even more, we can look back on the year prior and set new goals with intention. And that's precisely the word I want to zoom in on--intention (and its required attention) separates those who plan from those who simply react.
Here is an easy test for you, ask yourself one of these questions:
If you were unsure of what the goal was back in January, or if you're unable to honestly state that you've achieved it (or maybe you simply didn't), your aim may have been beyond your current maturity.
Sometimes, as owners, we lose track of what's important and make goals that are impossible to achieve or aren't well-defined. If you have colleagues or a group of peers, this is an excellent opportunity to set some achievable objectives for the upcoming year. You might also receive helpful feedback about whether your proposed goals will be too demanding for your team and push them too hard--perhaps even to the point of burnout.
That being said, goals that are too easy or impossible may hurt team morale. So think carefully about where you need to be!
Next year's objectives will be influenced by several variables, including sales increases, decreased workloads, and the possibility of new services. In most cases, these objectives will need the input of several team members. Regardless of how things are done in the process, it's crucial to know WHO.
Who Not How is a good book that explains this idea through the use of software like Scrum and discusses why focusing too much on how something will get done might stifle development since it would consume leadership teams' time where they could have been concentrating on more essential activities.
How does this relate to accountability? It's quite simple: for each goal on your business plan, designate one person who will be held responsible for achieving it by the end of the year. refrain from assigning how they will go about doing so.
It's no surprise, but it is still remarkable to me how many small businesses do not yet have a formal Budget or Quota generation process. This is the single most important thing you can do to guarantee that your company grows at the expected rate, that your objectives are feasible, and that any new initiatives will have enough financial backing.
Knowing your sales targets and budgets for the year is important for you and your leadership team to hold each other accountable and make smart decisions with company finances. If unanticipated costs pop up or sales are lower than expected, being proactive and having a plan lets you adapt quickly instead of scrambling later on. And because we're looking ahead intentionally, setting budgets helps manage cash flow so you're ready when it's time to make a big purchase or investment.
Use visuals in your business plan as often as possible, but not excessively. Graphs, charts, and pictures can assist you bring your idea to life. It also helps the text flow more easily because it breaks up the content.
Look towards the future, before anything else on this list. To be a great visionary leader you must look 3-5 years in advance and decide where you want your company to be. Doing so, will help better plan and guide next year's vision.
I intentionally placed this at the bottom of the list! Why? Because to lead effectively, you must be disciplined--and that's harder than just reading an article. When you set a 5-year goal (or even more complicated ones like 7-10 year goals) for your team, you have to work hard to keep everyone motivated so that progress doesn't stall. This entails determining yearly what smaller goals are necessary to accomplish the larger one.
Jim Collins wrote a great book called "Built to Last: Successful Habits of Visionary Companies" that calls these BHAGs, or Big Hairy Audacious Goals. In his words, "A BHAG is a powerful way to stimulate progress. A BHAG is clear and compelling, needing little explanation; people get it right away. Think of the NASA moon mission of the 1960s. The best BHAGs require both buildings for the long term AND exuding a relentless sense of urgency: What do we need to do today, with monomaniacal focus, and tomorrow, and the next day, to defy the probabilities and ultimately achieve our BHAG?"
Creating an intentional business strategy for 2023 can seem daunting, but it's important to have a plan if you want your business to grow at the expected rate. The steps we've outlined include creating a budget and quota, designating someone responsible for each goal, and using visuals to help explain your ideas. Most importantly, don't forget to look forward and set long-term goals for your company. These goals will provide direction and motivation as you work towards accomplishing them
Now that you know how to create an intentional business strategy for 2023, it's time to get started! Follow the steps we've outlined and make sure to stay motivated by keeping your long-term goals in mind. Let us know how it goes in the comments below. If you want assistance, there is a worksheet available for you to get started and a scheduling link that will set up a free consultation to assist you with starting or improving your Business Plan.