The Adventures of Lee The SME Owner - 31.
Chapter Thirty One - Empowering The Leadership Team
Lee's journey toward transitioning out of his business required not only finding the right General Manager in Sam but also creating a strong and cohesive leadership team that could confidently operate without him. The team’s ability to work together and make collective decisions would be a cornerstone of the business’s success in the years leading up to and after Lee’s exit.
While the leadership team members—Bill, Susan, and Tracey—were all competent in their respective roles, they still needed to become a more cohesive unit that could lead the company independently of Lee's direct involvement. Strengthening the team’s dynamic would involve building trust, improving communication, and fostering collaboration so that they could run the business together, without relying on Lee.
Here’s how Lee might strengthen the leadership team and improve their cohesion:
1. Foster Open and Transparent Communication
One of the biggest challenges in building a cohesive leadership team is ensuring that communication flows freely and openly between team members. Without Lee as the intermediary, the team must feel comfortable discussing issues, sharing insights, and making decisions collectively.
Action Steps:
Regular Leadership Meetings: To build communication and trust, Lee should implement weekly leadership meetings. These should be structured but allow for open discussion. Each member of the leadership team should provide updates on their area, discuss challenges they’re facing, and offer solutions. The goal is to ensure that everyone is on the same page and understands how their roles impact the rest of the business.
Create a Culture of Candor: Lee should encourage a culture where team members feel comfortable voicing concerns and opinions without fear of judgment or conflict. This can be fostered by setting an example in leadership meetings, where open dialogue is encouraged, and no one is reprimanded for making constructive criticisms. Building this kind of psychological safety will allow the team to tackle tough issues head-on.
Use Tools for Better Communication: Introducing project management or communication tools like Slack or Asana could also help keep the leadership team connected between meetings. By having clear communication channels, everyone will be aware of ongoing projects and issues that need attention, which will strengthen the team’s ability to collaborate effectively.
2. Empower Team Members with Responsibility and Trust
A cohesive leadership team thrives when each member feels empowered to take ownership of their role and responsibilities. Lee should focus on decentralizing decision-making power, allowing each team member to fully own their department while also contributing to company-wide decisions.
Action Steps:
Delegate Authority: Lee should delegate authority for certain key decisions to each department head. Bill, Susan, and Tracey should have the power to make independent decisions about their areas of responsibility without needing Lee's approval for every step. This autonomy will build confidence in their decision-making abilities and allow them to function independently.
Cross-Department Collaboration: To foster a sense of collective responsibility, Lee should assign projects that require collaboration between departments. For instance, Susan (Administration) and Tracey (Sales and Marketing) could work together on a customer retention strategy, while Bill (Operations) and Tracey could collaborate on ensuring production schedules align with sales forecasts. These cross-departmental projects will encourage the team to think holistically about the business.
Set Clear Expectations and Metrics: Lee should set clear expectations for what success looks like in each department. By establishing performance metrics and goals for each manager, Lee can ensure accountability while giving them the freedom to achieve those goals in their own way. When each department is aligned with overall company objectives, the team works together more smoothly.
3. Build Trust and Respect Between Team Members
For the leadership team to work well together without Lee’s guidance, there needs to be a foundation of mutual trust and respect. Each manager should feel that their contributions are valued, and that they can rely on their colleagues for support.
Action Steps:
Team-Building Activities: Lee could organise off-site team-building activities designed to build trust and strengthen relationships among the management team. These could range from workshops that focus on leadership skills and teamwork to informal activities like retreats or dinners that allow the team to bond outside the office.
Encourage Peer-to-Peer Feedback: In addition to regular leadership meetings, Lee could encourage peer-to-peer feedback sessions. This is where team members share constructive feedback with each other about what’s working and what isn’t. Learning to give and receive feedback builds trust and helps resolve conflicts or issues before they escalate.
Rotate Leadership of Meetings: To distribute responsibility and authority equally among the team, Lee could rotate leadership of the weekly meetings. One week, Bill might lead the discussion; the next week, Susan could take the reins. This would encourage each manager to take ownership of the team’s dynamics and decision-making processes, reinforcing the idea that no one person (not even Lee) is the sole leader.
4. Clarify Roles and Avoid Silo Thinking
To work cohesively, each leader needs a clear understanding of their role and how it fits into the overall business. At the same time, the team needs to avoid "silo thinking," where each department only focuses on its own needs without considering the broader company context.
Action Steps:
Clarify Roles and Responsibilities: Lee should work with each team member to clarify their specific roles, ensuring there’s no overlap or confusion about who’s responsible for what. This will reduce friction and ensure that everyone knows where they stand.
Break Down Silos: While it’s important to have clear roles, Lee should also encourage a mindset of collective responsibility. Instead of thinking of themselves as isolated department heads, Bill, Susan, and Tracey should see themselves as part of a cohesive leadership team working toward the same goals. Lee could achieve this by encouraging collaboration on company-wide initiatives and cross-department problem-solving sessions.
5. Invest in Leadership Development
To help the team develop the skills they need to lead independently, Lee should invest in leadership development. This ensures that each member of the management team is continuously growing in their ability to lead their department and work as part of a cohesive team.
Action Steps:
Leadership Coaching with John: Lee could engage John to provide individual coaching sessions for each member of the leadership team. These sessions would focus on areas where each manager could improve—whether it’s decision-making, team management, or conflict resolution. Coaching will help them grow into more effective leaders and become more confident in making independent decisions.
Ongoing Leadership Training: Lee could invest in leadership workshops that focus on key areas such as emotional intelligence, communication, and strategic thinking. By equipping the team with these skills, they will be better prepared to handle challenges independently.
6. Celebrate Team Achievements
A cohesive team thrives on recognition and a sense of shared accomplishment. By celebrating wins as a team, Lee can foster a sense of unity and reinforce the value of working together toward common goals.
Action Steps:
Recognise Team Successes: Lee should publicly acknowledge when the leadership team achieves something significant, whether it’s hitting a sales target, successfully implementing a new system, or improving operational efficiency. Celebrating these successes will reinforce the sense that they’re leading the business together.
Create a Culture of Appreciation: Beyond formal recognition, Lee can create a culture of appreciation where team members regularly thank and acknowledge each other’s contributions. This fosters mutual respect and reinforces a positive team dynamic.
7. Monitor Progress and Adjust as Needed
Finally, the process of strengthening the leadership team isn’t something that can be rushed. Lee should take a flexible approach, monitoring the team’s progress and adjusting his involvement as needed.
Action Steps:
Regular Check-Ins with Sam: As Sam continues to step into his role as General Manager, Lee should have regular check-ins to discuss how the team is working together. Is Sam encountering any issues with the team’s dynamic? Are there areas where the leadership team still needs support? These conversations will give Lee insight into how the team is progressing and whether additional steps need to be taken.
Adjust Leadership Development Based on Feedback: If issues arise or the team struggles with certain aspects of working together, Lee can adjust the leadership development plan accordingly. For example, if communication is a recurring issue, additional training or coaching in communication might be required.
Conclusion: Creating an Independent, Cohesive Team
Strengthening the leadership team and ensuring they work cohesively without Lee’s direct involvement is one of the most critical components of his exit strategy. By fostering open communication, empowering each leader, building trust, and investing in their development, Lee can create a strong, independent team that is capable of running the business together.
As the leadership team grows stronger and more unified, the business will be in an excellent position to thrive long after Lee has stepped away, ensuring that the value of the company continues to grow as part of his five-year exit plan.