Smaller companies are seldom known for having good (or even great) leadership. This isn’t because small companies don’t have great leaders. Instead, it’s because they are rarely discussed. Someone might talk about the business owner with four employees whose home-grown consulting business is doing good work and growing steadily. But do we hear about her being an amazing leader? Not often. It could lead you to believe that very small businesses don’t need good leadership. Don’t fall for it.
Are YOU a great (or good) leader?
At this point, you might be wondering if you’re a good leader. It isn’t solely about having a good relationship with your staff. One way to see how effective your leadership is, is to leave the office. Does the office work better when you’re gone? Does the office get less done when you’re gone? Do the wheels fall off when you’re gone?
Some teams get more done when their leader is out of the office because the leader is a distraction. This usually takes the shape of interrupting the team frequently to check on project statuses. Sometimes it goes a bit further. If your people are regularly being asked questions about work you know they have the expertise to do, you’re probably micromanaging them.
Does your team understand the big picture? If a stranger asked them what their company does, would they represent the company as you’d hope? Would they describe the company in terms of their job? Would they describe the company in terms of the good they do and how they help their customers?
Does each team member understand why their work is critical to the day-to-day success of the company? Do they understand how less than ideal performance in their department impacts other departments and the overall success of the company? Do they know exactly what they are responsible for? Not “Oh, I’m sure they do”, but “Yes, they have specific deliverables, duties, and expected outcomes for each day, week, month.” Are these things discussed regularly with each team member?
Get rid of the gaps
If you’ve decided that you need to get better at leading your team – what’s the next step? Go back over the previous section. Become a much better communicator. Leave nothing to assumptions, which doesn’t mean “Be a nag.”
You might be thinking “My people know what they are supposed to do.” That might be the case, but the truth is probably different. I suspect if you sit down with each member of your team and discuss your specific expectations, there’s going to be some gaps between what you expect and what they think you expect. Is that fair to them? Does it serve you and the company well?
If you find yourself frustrated with a team member, think specifically about what’s frustrating you. Are you absolutely, positively sure that they know they should be doing whatever you’re frustrated about? Are you sure that they know exactly what your expectations are? “They should know”, you might think. If you’ve haven’t explicitly told them, they might have the wrong idea entirely. They might not even realize how critical a seemingly minor expectation is because you haven’t explained how their work fits into the big picture. Rather than stew about it, take a minute to discuss it with them.
Make sure your expectations match their understanding of the job. Be sure they understand how their work fits into the entire process. Make sure every department knows *exactly* what is expected of them. If even one of your expectations are unstated, that can fester into a bad situation. Unstated assumptions can kill a company.
Water that garden
If you plan to grow, you need to cultivate the crops you’ve planted. It’s no different with your staff. As your team grows, someone (probably multiple someones) are going to stand out as up and coming leaders for your team. The point is, this isn’t solely about your leadership skills. Your ability to grow leaders and get out of the way is key to your company’s future growth.
As you grow, I guarantee the team will eventually outgrow your ability to manage it. People who have studied leadership and management in the real world will usually quote numbers from five to fifteen direct reports as the limit of the number of people a single person can manage effectively. Don’t wait until things get crazy to make a move.