Achieved Strategies

Please don’t get me wrong; I’m not whining or looking for sympathy.  The truth is that I have quickly learned how lonely it is as an executive.  My words and actions are watched more closely and interpreted beyond what I intended.  The availability of colleagues to bounce ideas off of shrinks due to demanding schedules and commitments.  My perspective of the company and my level of thinking take my mind down different paths than non-executives.  The very nature of my work places me apart from the rest of the organization.

It’s an illusion and trap, however, to isolate myself from the rest of my team and those who help us serve our clients.

Transitioning from me as the focus to executives in general, an executive who doesn’t stay connected with employees runs the serious risk of losing touch of what’s happening within the company.  Our decision-making is impaired.

Let me go back to the illusion and trap comment.  Executives must build a leadership support system within and outside the business.  The support provides executives with ways to stay connected with employees, model the behavior of always learning, and find ways share what troubles or gives us hope.

Every executive must have in place a leadership support structure.  The support must provide

1.     authentic feedback,

2.     collaborative opportunities,

3.     ways to engage all stakeholders in the company,

4.     means to reveal blind spots in thinking, and

5.     help grow business and leadership capabilities

To receive the benefits from the above list, let me share a list of actions I’ve taken and ones that I’ve learned from top leaders.  The goal to build your leadership support structure is simple: be connected so you can continue to engage your people and your team.

Join an accountability group I use the Lead Change Roundtable group to help me find ways to improve my leadership and my business skills.  For next year I’m looking to join either the Vistage Group or a chamber group.  A good accountability group forces you to think about how and where you want to grow and then map out a plan to accomplish the goals.  Be prepared to set aside time to meet with the group.  And be prepared to give back to the group.

Hire an executive coach This has been tremendous for me.  I interviewed several executive coaches to ensure there’s a fit.  I specifically need a coach who isn’t shy when I need a kick in the ass or to be called on my “baggage.”

Establish a network of peers in non-related professions In my early 20’s I learned from a bank executive to have a network of peers who stretch my mind to see things differently.  My close confidants in my network include a social media consultant, an insurance expert, my church, an HR generalist, an editor, a writer, a psychologist, even a motivational speaker.  What each of these individuals have in common is passion and drive.  Their backgrounds are diverse.

Hold listening sessions. Met with employees within the organization.  Listen to their hopes, concerns, ideas, passions, etc. Be sure to select a cross-section of employees for the listening session.  I advocate for not involving only the usual suspects (those employees who are involved with everything), but with the quiet one’s too.  Have multiple listening sessions. Keep them relatively small – four to eight people is my preference.

Attend programs, events, seminars As an executive, it is your responsibility to model desired behaviors. This includes staying in the learning loop.  As an executive, you must find offsite programs that require meeting others outside your business and industry.

Volunteer and/or host community events Find a non-profit that aligns with your company’s values and volunteer.  Or better yet, host an event that brings people to hear/learn about topics that are within your industry. This is a great way to meet others and establish new relationships.

There is no excuse for an executive to be lonely at the top.  The allure of busy schedules is not sexy, but makes it easy to justify not acting on any of the above ideas.  As leaders, we need a support structure that reminds us of our purpose and keeps us alert on ways to personally grow and ways to grow the business.  If we have a solid support structure, it helps us encourage others to be successful and build their own support structure.

What support structure have you put in place? What lessons have you learned from which we can learn?