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People and leadership · peer advisory council

Leadership effectiveness

“What worked with 15 people isn’t working with 40.”

What it often sounds like at the table

As a company grows, the way you lead usually has to grow with it. What worked with 10 employees may not work with 40. The hard part is that your own habits are difficult to see from the inside, and the people who report to you aren’t always in a position to tell you.

You might recognize this if…

  • Decisions bottleneck at your desk.
  • Your managers bring you problems instead of recommendations.
  • Communication breaks down between teams.
  • You hear about issues later than you used to.

Questions the room might ask you

  1. What do you still do the way you did when the company was half this size?
  2. Where do decisions get stuck waiting for you?
  3. What would your managers say they need from you?
  4. If you were starting this role fresh, what would you do differently?
How the council works on it

What happens when you bring leadership effectiveness to the room.

  1. You put it on the table

    You lay out the situation in your own words, with the numbers and history that matter. Ten or so owners give it their full attention.

  2. Questions before advice

    The room asks questions like the ones above until everyone, including you, understands the real issue. Often that’s where the breakthrough happens.

  3. Experience, not opinions

    Owners who have faced something similar share what they did and what they would do differently. No competitors sit at the table, so nobody holds back.

  4. You make the call

    The group doesn’t run your company. You decide what to do, with a lot more perspective than you walked in with.

  5. Say it out loud

    You name your next step before you leave. Next month, the room asks how it went.

What you leave with

Honest perspective from owners who have made the same transition, and one change to try with your team before the next meeting.

Bring this to the table Why it matters: People who will tell you what you need to hear

Related conversations

Organizational structureOften the trouble sits in how the work is organized.Hiring and leadership-team developmentAnother hire doesn’t automatically solve a capacity problem.Culture and employee engagementCulture is what people experience every day.

Prefer to work on leadership effectiveness privately instead of in a group? I also do this one-on-one (opens JeffreyRands.com in a new tab).