For an executive, having a management team of people who are good at their jobs and work well with each other is one of the most important factors that lead to success together. Observing a number of successful projects, I realized that it is critical that your management team members care for each other, work well together and give to each other. Their sincere collaboration is far more important than their individual strengths.
I began to write this article impressed by how well the management team comprising of my direct reports functioned, collaborating with each other towards shared success. I was pleasantly surprised by how these directors shared responsibilities, how closely they worked with people in each other’s teams and how comfortably they gave credit to each other. When conflicts arose between them, they frankly, respectfully and nicely expressed them to each other, often one-on-one. Every time, they resolved them quickly and came out with a closer professional relationship. They actively and regularly talked to quell any turf battles between each other’s departments before they could form.
They had a wonderful professional relationship. They barely knew each other outside of work, having busy personal lives with their families on most evenings and weekends. I felt that my management team and I were like a work-family, sticking together through good and bad times, always believing that our success comes as a team.
When you manage and organize your company or your department, spend time multiple times a week with your direct reports together so that you all work well with each other towards shared success. In turn, they should ensure that their direct reports care about each other and collaborate. If you have, say five direct reports, make sure that just the six of you get together in a room to work openly and collaboratively at least twice a week (assuming you are in the same geographic location). The forum for this need not be always a staff meeting, it could be a working session on a project.
I was struggling to come up with suitable words to describe this and its importance. While reading the book The Four Obsessions of an Extraordinary Executive: A Leadership Fable by Patrick Lencioni, I found that the first discipline described in the story talks exactly of this and hence is the title of this article. The book is written as a fictional story that teaches leadership lessons. It is easy to read being under 200 pages in a big typeface which you can read in one evening. I highly recommend it.
We met at the digital summit about 2 years ago…I work in the Sports Group in Charlotte under the ACBJ division of Conde'.
I enjoy reading your posts and am getting fully engaged with the digital side of our newest acquisition http://www.rowdy.com. I would love to buy you a cup of coffee if you are in NY next week. I will be in town Tuesday with some time in the afternoon.
I would be very grateful if any one who has read the recent book – on ZPLP concept on Nurturing Business Leadership, would share their critical evaluation. Can it be useful for b-schools? How?
The book name is – Nurturing Business Leadership – Zero-based Proactive Learning Paradigm (ZPLP)
(ISBN 9788120745933) (Amazon.com) by three doctoral scholars of Manchester Business School, UK, in India published by – www. sterlingpublishers.com –
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