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Leadership
Executives, It’s Time to Step Up
Three strategies to truly support your leaders.
Posted June 28, 2024 Reviewed by Ray Parker
As a leadership advocate, I’m constantly on the lookout for actionable strategies managers can use to create a better experience for their teams and for themselves. Why? Because the expectations placed on leaders today are staggering—often even unattainable. Today, I want to put the onus on executives to recognize this pressure and take active steps to set their leaders up for success, not burnout.
If you’re in an executive leadership role, here are three specific strategies you can use to make that happen:
1. Streamline Leadership Demands
Begin by distinguishing between realistic and unrealistic demands placed on your leaders. Ask yourself these questions:
- What are some of the most common demands we place on our leaders?
- How often do we change or add new expectations to that list?
- What impact do these changes have on their ability to prioritize effectively?
- Is it realistic to assume they can manage all of the evolving demands?
Keeping those answers in mind, focus on the “vital few” expectations with the authentic intention to minimize disruptions and ensure leaders have the time to concentrate on high-impact areas. That can help reduce the constant friction and turbulence of trying to hit the moving target of changing initiatives. This might involve:
- Identifying tasks that can be delegated, automated, or eliminated to free up leaders’ time for more critical activities.
- Ensuring access to information that leaders need quickly to support their strategic objectives and their people.
- Establishing a formal process for introducing new priorities or expectations. This process should include impact assessments, stakeholder consultations, and clear communication plans to ensure changes are well-considered, minimally disruptive, and supported by additional resources and/or training.
2. Offer Targeted Support
To make sure you understand the unique challenges your leaders are facing, regularly engage in open dialogue with them. How can you support them? You can find out by asking them directly which issues are most pressing and what solutions would be helpful.
By gaining insights directly from leaders, you can develop tailored support systems such as:
- Providing leaders with the autonomy to make decisions quickly and effectively, including giving them access to the necessary data and resources to make informed choices.
- Forming peer coaching groups by pairing leaders with counterparts who can provide guidance, share best practices, and offer support in navigating complex situations. (For more in-depth strategies, refer to my LinkedIn Learning course.)
- Creating an environment in which leaders feel comfortable experimenting with new ideas without the fear of failure. Show you value lessons learned over flawless execution.
3. Provide the Right Tools and Resources
To enhance leaders’ effectiveness and efficiency, invest in strategic tools and training that will best equip them to work efficiently and boost their capacity. For instance, you could provide access to cutting-edge technologies, thought leaders, and professional development. More specifically:
- Implement easy-to-use project management software, data analytics tools, and artificial intelligence (AI) to streamline operations and enhance decision-making.
- Ensure leaders receive training on new tools and methodologies and support to integrate these into their daily routines seamlessly.
- Provide opportunities for leaders to have personalized sessions with thought leaders to gain clarity on targeted challenges and objectives.
As an executive, you have the power to create a more sustainable framework for the success of your company’s leaders. They are your most important human assets, but their roles have become more complex, and the demands on them are often unreasonable. It’s up to you to “flip the script” and change the trajectory by adjusting your approach. This is not just a strategy for better business outcomes; it’s a commitment to the well-being and development of your leaders.
Until next time,
Sara
