6 Reasons to Empower Directors (and 6 ways to set them up for success)
I was just speaking with a growth company CEO I admire who spent the last year filling the gaps in his executive team. He’s just about there and the team is sinking into a more resonant feeling of homeostasis — as he said “I can feel the company smoothly going 5 miles an hour faster”…
With the right people in place, it’s now the right time to deepen the work of refining systems, processes, feedback loops and accountability— bringing all the pieces more tightly together. I love this infrastructure building because it supports fundamental organizational needs; to make things more efficient, to avoid repetitive mistakes and, key to culture, to make it easier for front line team members to do great work. Management teams evolve into servant leaders. They become proactive roadblock removers for the individual contributors of a company, supporting them in doing the hardest parts of delivering a great product to the customer.
However, it’s important to recognize that an executive team may not be the the best ones to lead that charge. While they have opinions, preferences, perhaps a historical perspective, it may have been a while since some or most of them have been the jobs these systems are designed to support. When that’s true, it’s important not to pretend as though they have. Better to operate by the adage “if you want to design a better broom, ask the person who sweeps the floor”. Not to mention that executive teams have their own responsibilities — doing the things that only they can do — using their skillsets to their best and highest use.
Many years ago, Rick Federico, former CEO of PF Chang’s, warned my partners and me to resist our temptation to take our best and brightest people and move them further and further away from the customer. It’s a conundrum. On one hand, we needed strong hospitality people taking care of our guests, on the other, many of those same people wanted to build careers and we saw their potential to grow into roles we needed to fill. By definition, able and ambitious people want to move up. As Jim Lanzone, CEO of Yahoo has shared and I’m paraphrasing, we want people with 4 essential qualities — to be expert at what they do, to possess high EQ, love for the game and ambition”. It’s a tough balance but what it means is that, as leaders, we’ve got to be committed to developing talent at all levels, to being the kind of organization, as my partner Erik Oberholtzer liked to say, “where everyone has one hand stretched in front of them to get the support they need and one stretched back bringing someone else along”.
I’ve written before about leaking power — the idea that when we spend time doing things in our organization that could be done better by somebody else we leak power in two ways — first we are taking time away from doing the things that we are uniquely qualified to do and, second, we prevent someone else from taking on new responsibility and being powerful.
Enter the Directors.
Developing a strong director-level team is crucial for several reasons:
1. Strategic leadership: Directors play a huge role in setting the strategic direction for their respective departments. Having well-developed directors ensures that the organization’s overall strategy is aligned across different groups, and that tactics are effectively executed to achieve the organization’s goals.
2. Cross-functional collaboration: Directors are responsible for breaking down silos and fostering collaboration across different departments. A cohesive director team can facilitate effective comms, resource sharing, and problem-solving across the company.
3. Talent development: Directors are responsible for identifying, developing, and retaining talent within their teams. By investing in their professional development, directors can better understand their strengths, weaknesses, and leadership styles. This self-awareness helps them become more effective leaders and better equipped to mentor and develop their teams.
4. Change management: Organizations are continuously adapting to changing market conditions, customer demands, and advancing tech. A strong director team can support initiatives, navigate through challenges, and optimize smooth transitions during times of flux.
5. Succession planning: A strong director team is so important for succession planning and ensuring leadership continuity. By investing in directors’ development, companies can create a pipeline of qualified candidates who are prepared to take on more significant leadership roles when there’s opportunity.
6. Culture: Directors play a crucial role in shaping and deepening company culture. A cohesive director team that embodies the company’s values can better model operating principles and create a healthy work environment that attracts and retains great talent.
When a company gets to this point in its growth, developing a director-level team can build strategic alignment, promote teamwork, nurture talent, drive change, ensure continuity, and cultivate a strong organizational culture. And all that supports the mission, no power leaking required.
But even though directors are likely self-starters by nature, they benefit from some direction, particularly those who are new to the role. Here are six ways to set up directors for success:
1. Provide clear expectations: Define roles, responsibilities, and expectations. Establish measurable goals and KPIs that align with strategic objectives. Regular check-ins and feedback loops can help ensure that directors stay on track and receive the support they need.
2. Offer leadership development: invest in leadership training, coaching, and mentoring. These can help them enhance their strategic thinking, decision-making, communication, and EQ. Additionally, encourage cross-functional exposure and even job guesting to broaden their perspectives. Give them periodic access to the executive team and show them vulnerability and fun when you do.
3. Actively encourage collaboration and teamwork: Create opportunities for directors to collaborate and work together as a team. Encourage cross-functional projects, regular team meetings, and open communication channels.
4. Empower and trust: Provide directors with the autonomy and authority to make decisions. Trust their expertise and judgment, and avoid micromanaging. That said, ensure that there are guidelines on autonomous vs. consultative decision-making and clear expectations about transparency, clear escalation paths and support systems (especially if things go sideways for any reason).
5. Recognize and reward performance: Implement a fair and transparent incentive program that recognizes and rewards directors for their contributions and achievements. Celebrate big and small successes, and foster constructive teaching moments for on-going improvement.
6. Promote balance: Encourage directors (and everyone) to achieve healthy work-life balance. When possible, provide a couple of cost-effective resources and support for managing stress, promoting well-being, and preventing burnout. Encourage socialization and no-agenda moments of community making.
By implementing these strategies, companies can create a vibe that empowers directors to thrive. Investing in their development, fostering collaboration, providing support, and recognizing their contributions can help organizations build a strong leadership pipeline, create meaning for employees and drive success.