Consider These Steps to Rebuild Your Leadership Team

“Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.” – Sheryl Sandberg

Dynamic leadership has the potential to guide organizations through all phases of development and lead them to success. When things don’t go as planned and leadership becomes unstable, however, it’s time to rebuild!

These 4 things should be considered when rebuilding a leadership team to ensure they are making the greatest impact toward organization goals:

  1. Is the leadership team trusted by other employees?

Great leadership is powerful because leaders often have the respect and trust of other employees. Betrayals in the workplace, feeling isolated in group meetings or anything else threatening an employee’s sense of well-being can negatively affect trust and impact the way one works for their team. Leaders in groups, such as these, have to work diligently to keep the lines of communication open and restore trust as much as possible. Observing, and then acknowledging the problem, allowing an employee to voice his or her feelings about the occurrence, offering support to fix the issue and making changes to move forward are important steps for leaders to take when rebuilding trust.

  1. Decentralize your organization.

By decentralizing an organization, it lends more opportunities for lower-level workers to have their opinions and ideas heard by all. It also gives all workers the ability to make decisions directly affecting their jobs without having to work their way through the different levels of management to gain approval for every miniscule process. Decentralizing guarantees the open door policy will be used for everything from decision-making to problem-solving.

  1. Speak plainly.

Office jargon has the potential to alienate clients and other workers. As a matter of trust, when speaking clearly and concisely, it allows the listener to visualize what one is saying and what is needed from them. Using too much jargon can be confusing and make one appear pretentious – a big no-no when trying to establish trust and build business relationships. Jargon has the potential to build community, but if one wishes to be all-inclusive and promote a decentralized work culture, it is not the way to go.

  1. Look internally for leaders.

Unless there is a need for a special task force to lead a project or tackle a specific challenge outside of the scope of the organization, the company would benefit from hiring its next wave of leaders internally. Hiring outside of the organization will be absolutely necessary for a fresh perspective and possibly other innovative needs, but existing employees have a familiarity with organizational goals and procedures that will be instrumental in overcoming obstacles. Hiring internally also gives employees hope for advancement, which can build trust by increasing job satisfaction.

Rebuilding your leadership team if your development has been at a standstill will be the best thing you can do for your organization. Instead of plateauing, your company should always be on a steady stream of success, and the leadership that you have in place will make all the difference in the world.