You can add a top manager to your team in the coming weeks without putting a dent in your budget or making your organization top-heavy. It is possible. And you don’t have to listen to me on this one but see what Peter Drucker has to say on the topic.
From the Effective Executive (with gender normalized):
“The individual who focuses on efforts and who stresses downward authority is a subordinate no matter how exalted their title and rank. But the person who focuses on contribution and who takes responsibility for results, no matter how junior, is in the most literal sense of the phrase, “top management.” They hold themselves accountable for the performance of the whole.”
So, dedicate time with one motivated employee (no matter how junior) over the coming weeks and talk about results, and specifically, about their contribution. According to Drucker, you’re creating another top manager.
And he goes on to say:
“For every organization needs performance in three major areas: It needs direct results; building of values and their reaffirmation; and building and developing people for tomorrow.
The focus on contribution itself supplies the four basic requirements of effective human relations:
- Communications
- Teamwork
- Self-Development and
- Development of Others”
In these stressful times, we need really strong organizations. Don’t miss this opportunity to strengthen yours.
Start with these important questions:
- Who will your focus on as your next “top manager”?
- How will you talk about their contribution in the context of results?
- But first, consider:
– Are you behaving as an Executive focused on Contribution? Or have you lately been dragged down and focused “on efforts and stressing downward authority” (behaving as a subordinate)?
– What adjustments do you need to make?