It starts with the first interview. Whether you are a leader being considered for an executive level position or something else, there will be efforts to discover whether or not you are a team player. Will you play effectively as a member of a high performing executive team? Can you build one – lead one?
You join the business and quickly discover that the functional effectiveness of teams in the business is inversely proportional to the level of the team. This is good and not so good. Not-so-good in that reality and the challenge is different than you anticipated. Good in that there is opportunity to make a big impact.
Now that you are in, C-P-A applies. As a leader in a business, when something is not right, I either Cause it… Participate in it… or Allow it.
You have your own team to lead and at the same time must quickly assimilate with the executive team of which you are a member. While assimilation is important, consider a less than full assimilation. Could you provide greater value to the business, the teams and yourself by permanently maintaining the perspective of an Outsider even though you are now an insider?
As was said in Star Trek…”You will be assimilated.” There are, however, advantages in that window of time when you are considered an Outsider that disappear with full assimilation.
You can make a difference. Buckle-up and put on your crash helmet.
- Molding fog is no small task. Ambiguity is a persistent reality. Flexibility and agility are essential to success. I do not know a single leader who was hired to maintain the status-quo. Transformational leadership is the expectation. There is tension in the fact that it is easier and quicker to dictate and mandate compliance. Saving a sinking ship may require it. Beyond that, however, alignment and commitment take longer. As an Outsider, you will see what insiders can’t or won’t. Your value diminishes when you lose that ability.
- It is tough to get to the top. Aggressive, competitive spirit is well rewarded along the way and aggressive competitiveness can trump team. If tough discussions descend into ultimate cage fighting, the wrong decisions get made in the wrong way. This also holds true if the top dog is so dominant that there are no challenges or disagreements. Demonstrate healthy, respectful dialogue. Say what insiders can’t or won’t.
- Say it ain’t so, Joe…dysfunctional executive teams can and do make money. They also leave a lot on the table, money and more. Do what insiders can’t or won’t to stay above it and lead in a different direction.
