A leader who clings to conventional wisdom is relying on a model that doesn’t work anymore. A new generation of employees has redefined their expectations for top leaders and global organizations. And I’m going to tell you something your employees won’t: if you aren’t meeting their needs, they’ve already decided to jump ship and find a new team or company that will.
You’ve got to grow or lose them. It’s a struggle for every leader — but you can’t afford not to go rouge. It’s the only way to give your team a chance to thrive.
Here are a few ways you can go rogue:
Everyone you add to the team should raise the bar for everyone else. That includes you. Only hire people you could see yourself working for one day. The goal is to constantly boost the talent pool, create ongoing intellectual diversity, and learn from each team member’s knowledge and expertise.
Give Up “Kitchen Sink” Meetings
Stop holding catch-all weekly team meetings. Instead, switch to meetings driven by subject matter. For example: Mondays are project meetings, Wednesdays are budget meetings, and so on. Invite only the key players to keep things simple. A focused meeting makes for quicker and better decision-making.
Think Big and Let Them Call the Cadence
As the leader, paint the big picture for your team. Share with them where you’re heading, tell them that you expect them to get there the quickest way possible, and assure them that you’ll clear the speed bumps if need be. Then step back and let your trusted team members call the cadence, approach, and path they’re going to take to get there.
Kill the Annual Review
Only one thing matters when it comes to connecting with your people: putting them first. Spend more time focused on them and less time worrying about technical aspects of the business. Don’t wait for an annual review to share what you’re thinking; coach and develop them in real-time. Your investment in them will pay big dividends over the long term.
Isn’t it time you threw out conventional practices to go a bit rogue as a leader?