Engaging a team for disruptive leadership

A blog post from always possible CEO, Richard Freeman.

So, you’re a visionary?

Maybe. Good! But, aren’t we all?

A single line drawing of a woman standing on a cloud looking to the distance through a telescope

In today’s madness of a business landscape, positioning your organisation as a disruptive leader requires more than just visionary thinking. It demands a united team that shares a common understanding of the organisational strategy and is committed to driving change.

For senior leaders in growing SMEs, this challenge is paramount.

But what are the common pain points faced by senior leaders in SMEs when it comes to bringing your team on board, ensuring everyone is aligned and ready to embrace disruptive leadership?

The challenge of internal alignment

As a senior leader in a growing SME, deciding to become a disruptive leader in your field is ace. Your sector needs you. However, achieving this goal means bringing your entire team on board. Often, internal misalignment can hinder progress and dilute your vision. It’s crucial to address this challenge head-on – and can sometimes mean making the case both up and down.

Fostering a culture of clarity and engagement

To position your business as a disruptive leader, clarity and engagement are the holy grail. Start by articulating your organisation’s ‘why?’, values, and long-term vision. This sounds easy. Been there and done that. The website states it all.

But how long has this been since it was reviewed? Do all new staff get it? Is the vision statement honest about the real change you want to make in the world – or is it marketing guff? Is what you say and believe actually what you do?

Communicate this message consistently and transparently to, and then with, your team. Encourage open dialogue and create opportunities for employees to contribute their ideas and perspectives.

Overcoming resistance and building buy-in

Change can be met with resistance, especially when it disrupts established routines or challenges the status quo. As a senior leader, it’s important to address concerns, actively listen to your team, and empathise with their perspectives. People don’t drag their heels because they just don’t like it – it’s because they are afraid of getting it wrong.

Co-design the benefits and opportunities, with your team, that disruptive leadership can bring – such as market differentiation, innovation that keeps you current, wider social impact and personal growth.

If you’re anxious about how you come across, or lack confidence in your voice – then join our workshop in London on 23rd June.

Leveraging external expertise

While internal alignment is crucial, seeking external help can provide a fresh perspective and valuable insights. Expert critical friends can guide you through the process of strategic thinking, facilitating workshops, and conducting evaluations to ensure that your organisational strategy aligns with your disruptive leadership goals. They ask the questions you can’t ask anymore. And they can bring shards learning from other organisations and sectors.

(Oh hello always possible…)

Knowing what success looks like to you

Disruptive leadership requires a team that is empowered, motivated, and equipped with the necessary skills. Invest in professional development and provide opportunities for continuous learning. Foster a supportive environment that encourages experimentation, risk-taking, and collaboration. By aligning individual and team goals with the organisational strategy, you can harness the full potential of EVERYONE in your team.

In tricky times you can retreat or you can refresh.

Chat with me about what’s getting in the way.

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