With 4 Leadership Skills for Managers Making the Transition
Carl, a very seasoned and capable production manager recently shared, “I’m going to retire early because I can’t take the stress anymore.” Business volume and complexity had overrun Carl’s traditional top-down management approach. When I pressed Carl for why he feels like he must make all the decisions his answer was revealing, “I’ve always been the go-to guy and senior management expects me to solve every problem.”
Carl suffers, in part, from hero syndrome, the strong need to be right, to be Mr. fix-it, to be chief firefighter. Additionally, a traditional control management structure reinforces team members to be order-takers, not co-owners of accountability and outcomes.
“All failure is failure to adapt, all success is successful adaptation.”–Max McKeown
Distributed leadership, as opposed to a control management style, is partially defined as, “Leadership activity as a whole is stretched, or distributed, across many people.”
Accountability for results, quality, and decision-making gets distributed to team members. Through its 14 Lean Management Principles, Toyota embodies distributed leadership by empowering teams to solve problems, accept accountability, and make localized decisions.
4 Skills for Building a Distributed Leadership Structure
- Build Shared Cognition. This is a vision + mission statement on steroids. Team members must clearly understand, internalize, and commit to a renewed way of working. Leadership communicates the Why and What but not the How. Team members will learn to accept greater accountability for decision making, with formal leadership serving as guidance. CRM (crew resource management) offers a blueprint for transitioning from a command structure to a distributed leadership matrix.
- Clarify Expectations. This includes new team structure – roles, responsibilities and agreed upon approach to achieving results. Example: Beginning Monday morning we will have daily huddle-ups. The first 10 minutes will be business status updates, the second 10 minutes we will surface issues or challenges and create action plans with individual accountability distributed among team members.
- Continuous Improvement. Conduct on-going After-Action-Reviews or PDCA (lean manufacturing) cycles. The guiding adage – never confuse ceaseless activity with progress – instructs leaders and her teams to engage in regular reflection and learning loops. The opposite is a culture that hides its problems, rejects fresh ideas, and slowly stagnates.
- Psychological Safety. Trust does not exist without agreements and agreements do not exist without trust. The backbone of a distributed leadership structure is strong, positive, and committed relationships. Gifted leaders pay equal attention to relationships as they do tasks.
“A successful company is one that can learn effectively.”–Ariel de Geus
Managers who suffer from hero syndrome will also quickly suffer from burnout. A single person can’t possibly put out all fires. That’s why firefighters come in teams. By following a distributed leadership structure, the hero-manager can help shape a hero-team, which lessens the burden on any one individual.
Keep it Simple. Keep it Focused. Definitely Keep it Inspiring! -Steve
As always, check out my other blog posts for even more great manager-coaching tips!