How to lead other leaders - Viewpoint - Careers Advice Blog Viewpoint careers advice blog

How to lead other leaders - Viewpoint - Careers Advice Blog If you are one of the most senior leaders in your organisation, you will know that by the very definition of the word, you are entrusted to inspire and influence those around you with your expertise, including other leaders. For instance, you may be a CIO and have a number of regional IT heads reporting into you people who are, like you, viewed as a leader within the organisation. Leading other leaders is distinctively different to leading other colleagues. Following the below steps should ensure that you effectively lead other leaders, whilst setting them a good example of what strong and collaborative leadership looks like. Identify the shift in dynamic The first thing you need to do is relinquish some control. You may be used to working with people whose job it is to discuss ways in which to execute your vision. When leading other leaders, the dynamic shifts slightly. Other leaders are not just able to implement your ideas; they are likely to have plenty of their own. You need listen to them, consider implementing them, or empower the leaders to implement themselves. This will come more naturally if you believe in the leaders who report into you, which brings me onto my next point. Have faith You know that you need to empower your team of leaders, but being the most senior person in the room, you may by default feel solely capable and responsible for achieving certain successes. It is important that you trust their competency. These leaders got to their level by being passionate about the prosperity of your organisation, directing strategies which contribute to it. Believe in them and you will find that the below steps come more naturally. Create a knowledge sharing culture Establish to these leaders that you believe in a diverse dialogue of ideas and knowledge sharing. Let it be known that you are here to share your ideas with everyone, just as much as you are excited to learn from them. More importantly, you need to actively set an example. As John F. Kennedy once said “leadership and learning are indispensable to each other” so start by conducting a knowledge inventory. What do you want to learn more about and who can teach you this? You got to where you are by being curious, why would that stop now? There’s always more to absorb, more skills to acquire. Moreover, there’s always someone close by who can teach you these. Ask the Marketing Director next to you for their expert insights or take note of what the CIO can teach you. More often than not they will be flattered and happy to help. Consequently, they will be prompted to do the same and when they approach you, you need to be ready and willing. You don’t have to wait to be asked either. Offer to host a knowledge sharing session, whether it’s in the form of a skills workshop, presentation or QA forum. In creating a collaborative, knowledge sharing culture, you keep the conversation inclusive and get the best from everybody whilst leading them. Praise and encourage In doing the above, you will develop a deeper respect for the talents and strengths of those leaders reporting into you. Don’t be afraid to sing their praises, encourage them and thank them for any lessons they have taught you. This kind of positivity and kindness catches on, and soon you will develop a great dynamic, supplementing the all-important knowledge sharing. Be open and honest Whilst the above practices will achieve great results which you are able to praise and encourage, there will be occasions when you can’t be quite so positive. There will be inevitable challenges to your business, whether it’s changes in the market or the threat of redundancies. During these testing times, you should be able to have difficult and confidential conversations with your direct reports. In doing this, you maintain an inclusive style of leadership, where other leaders feel they can help and are able to approach you for advice and guidance. In short-when leading other leaders it is essential that you remain open and transparent; making a conscious effort to keep the lines of communication strong between yourself and your direct reports during the more turbulent times. In summary, the leaders reporting into you are some of the strongest cogs in your company machine. There is the potential to achieve some brilliant outcomes when leading them. You will simply need to have faith their abilities, empower them by listening and considering their ideas; whilst setting a standard of collaboration, ideas sharing, encouragement and transparency. Want to further hone your leadership skills? 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