How to Address the Importance of Leadershop Influence…when it slips!

Problem...

You are the boss and notice your highly-skilled leadership team is slacking and impacting the rest of the team!

The Terrain…

Your relationship with the leadership team may be a tad more sensitive then usual (boss/friend dynamics can (not always) make communications a hair awkward. Usually such relationships require the highest of integrity on the part of the “employee” as to never communicate (verbally/non-verbally thru behavior) to the “boss” that their “being friendly and cool” will undermine their (boss’s) authority.

Solution Suggestions:

Option 1:

Awkward Scale: 5
Effectiveness: 4-5 (character-dependent)
The “heart to heart” conversation with leadership.
This one totally depends on your comfort level with direct confrontation.
Example: Call it a leadership meeting (you should have these)…..” Hi guys, I wanted to pull you aside as we close the year to address something I noticed may be impacting the team’s productivity. Although I feel you have excellent skills, and I understand this leadership role is new (if it is)…it is important as leaders now to set the right tone for the team. We continue to grow and expand…and although (insert company name) prides itself on its casual/creative (or insert your company’s values) atmosphere, its important as leaders that we continue to develop the right skills that will support its expansion. This team watches everything you do (that is leadership 101) and your choices send messages to the team. Although not an everyday occurrence, it is still important that if a job is pending beyond the day’s time, we show tenacity. Being committed to a project’s completion sends the right message to the team. We can keep an open dialogue should you notice an operational issue but I really need you to show the others the importance of commitment and follow through on projects (or insert specific issue).  All projects need to be completed within (insert time frame or other expectation).”

Option 2:

Awkward Scale (1-5): 2
Effectiveness: 3-5
Productivity Tracking
Track anything that would make “the conversation” easier. That way its not personal but about the work itself (which you have every right to expect the best, and present that to them.

Focus on anything that can be tracked and present/communicate a desire to improve that in 2010. Communicate your desire to prevent their overtime thru improvement which inadvertently also communicates that the expectation is that job/s need to be finished or whatever your specific expectation may be.
Tool: A short/quick end of year customer survey may give you the needed data to support work-improvement conversation.

Option 3:

Leadership Tip Sheet
Awkward Scale: 0
Effectiveness: 1- 4 (personal accountability dependent)
I would be happy to create a one-sheet of customized Leadership Behaviors that you can include/attach to job reviews… I would recommend this sheet be linked with a watered-down version of the Option 2 talk…explaining the vision/goals for next year and behaviors expected of leadership… or simply create your own according to your organizations’  vision, mission and values..  FranklinCovey also has excellent resources for ideal leadership behaviors.

Embrace the new year with on-task leadership team.   The leadership team drives the entire tone of your organization.  Whether you have 2 people or 200, top down influence is real.  Don’t ignore its impact or it could get very expensive.