Executive Leadership encompasses the ability to translate a company’s vision into a set of strategic objectives; set an organisational structure towards optimising processes; as to guide and assist other individuals and teams in their execution towards meeting these strategic objectives.
Studies on leadership have produced theories involving vision, values, power, charisma, intelligence, and even traits among others… Since every industry, every organisation, every business, every team is different, defining an accurate path to being a great leader [great for any business] is rather impossible. But in generic terms, it all simply boils down to defining the right goals and objectives and attracting individual talent—with carefully chosen complementary competences—to achieve these as team. While described as simple, this is solely the most important factor in building a sustainable business!
Meaningfull supported objectives
Defining meaningful objectives that receives the buy-in from an entire organisation, followed by clear logical steps on how teams themselves agree to achieve each objective in sequence, allows for a more collegial, fun, and certainly more productive work environment. This also helps everyone to see their own accomplishments within the whole process, which reinforces a sense of responsibility and achievement.
People that fit the team that fit the business
The role of an HR department has over the years shifted from finding and hiring skilled people towards building whole operating teams—taking into account interpersonal behaviour, complementarity of competences, individual stress-resistance, etc… And thus seen the importance of having excellent teamwork meeting business objectives, it is imperative that HR holds a decisive role in both the hiring process, and the strategic process of defining individual goals and targets throughout the organisation.
“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”
John Quincy Adams,
6th U.S. President
Flexible organisation, distributed decisions
Seeing hierarchical organisations struggle with centralisations bottlenecks and staff responsibility commitments, companies have been looking for other types of organisational governances, such as sociocracy, heterarchy and holacracy. Whichever structure a company opts for, the end-result needs encompass empowering people to achieve their goals, meeting market specifics and customer journey, flexibility to change things for the better, and foremost delegation of decision-making.
Organising product, marketing, sales and customer success teams will depend on the go-to-market strategy, buyer personas and customer journey. The most commonly used structures criteria are: size, hunter/farmer, geography, industry vertical, product, buyer’s role. With each their plusses and minuses in terms of cost and effectiveness, a company should chose the model that serves their customers best, which brings most value to its customers, within potential budget constraints.
Competences and aspirations
Accurately assessing a company’s human capital, evaluating individual competences and aspirations, should be a continuous HR activity. Falling short, a company may see either a risk of having too much ‘management’ and too little field specialists, or seeing people leave because of not reaching their own personal aspirations.
An important aspect of managing decisions throughout the company is the way meetings are being held and outcomes shared. A company-wide wiki platform with team/task lists and short-term objectives, comes in handy, among other tools. Companies should keep meetings short, focussed, prepared, agile and actionable.
Keeping an open debating culture and full transparency across various teams helps improve a streamlined customer approach, as well as contribute to everyone’s involvement. Companies should therefore invest in regular gatherings where key decisions, goals and metrics are to be conveyed.
Thoughts & Experiences
Lead qualification qualified
An important part of the sales process is the lead qualification. Companies ignoring proper evaluating leads risk over-investing in a follow-up with uncertain sales outcome.
Individual bonuses to over-sell for
Companies tend to provide a large portion of their people’s salary, as commission and bonuses. This creates an atmosphere of pushing products/services out the door, at any cost…
Business travel survival guide
While nowadays online collaboration tools substantially decrease the amount of abroad travels, many still experience fatigue as a business challenge. Here’s some tips to survive…