It’s one thing to manage. It’s another to lead. As your company grows, so must your leadership team. But to do that, you’ll need to make sure you have a roadmap to success, a way to ensure you’re getting the right people on the bus, and that you all share the same vision for the future. Get it wrong, and your future challenges will be harder to overcome because you won’t have the right players on the field.
Here are 7 things to consider as you recruit new people for your cause.
- Ask for a commitment – Being part of this upper-echelon group requires time and energy, so make sure everyone has it to spare.
- Align on culture – Ensure that you all have the same values and beliefs and can line up together on where things should go moving forward.
- Document goals – Always write them down. From goals, to objectives, to KPIs – you can’t manage what you don’t measure.
- Define roles – Make sure everyone on the team knows what’s expected of them. Try to avoid ambiguity and confusion. Clarity always wins when it comes to responsibilities and duties.
- Ask employees – Don’t make decisions in a bubble. Engage your people. Surveys. Focus groups. Make sure voices are heard, and they will more easily buy into important, positive changes you want to make.
- Be agile – Know that things change. Know that you have to move fast. Know that pushing out an MVP (Minimal Viable Product) is okay, even when it involves something like a revised internal process.
- Agree on mindset – Are you running a servant leadership organization? If so, agree upfront on it. That, or anything else you feel is crucial to the success of your company’s leaders. And usually, it’s directly related to people’s perspectives and viewpoints. Make sure you all see eye-to-eye.
You might be able to brainstorm even more beyond this list for your own business, but these 7 can definitely get you heading in the right direction. And you’ll see lasting results and better relationships because of them, too.