Navigating The Maze of Leadership and Team Management in 2023.
Omotola Dorcas
Business Strategy & Growth Specialist| Founder, Trainer, Business Development and Marketing Consulting
Hello, Excos!
Hahaha.
If you're a Nigerian who attended a university in Nigeria, you're probably familiar with the word "exco." Just a little joke for you!
"How are you doing today? 😊
I hope you're still feeling motivated and determined to achieve your goals for this year, just like you were on New Year's Eve. I know I am, and I want you to be too.
By the way, I'm doing well. My birthday is coming up soon and I'm more excited than ever. It's a special one for me because it's the first time I'm openly sharing my age - I'll be 32 💃💃.
You might be wondering, what's so special about that? Well, I just feel more confident and comfortable sharing it now."
Anyway, that was supposed to be the introduction to the article I planned to share with you today. But after considering the topics I have on hand, I thought it would be more relevant to discuss the characters of Ham and Hem and how they relate to leadership and team management.
So before you keep reading, just know that I'm writing this with you in mind, and your growth, development, and success is my top priority. Anything I share or anyone I interview has been carefully vetted and has a track record that I think you'll find valuable. If you have any feedback or want to be interviewed or share your expert opinion, please don't hesitate to reach out to me.
Let's get started!
Last year, I joined a community group called Millennials at Work, which is one of several networks created by The Covenant Nation (TCN) under the leadership of Olatunbosun Oluborode and Wonuola Dantes, MBA . One of the resources we read and reviewed was the book "Who Moved My Cheese?" by Spencer Johnson.
I have to give a shout-out to the leadership of the Millennials at Work group - I really enjoyed the scope of the community and the way the goals and vision were executed. All the reasons I joined were met.
The book explores the dynamics of Change and how it can impact the growth and development of an individual. It's known for promoting the importance of being proactive and adaptable in a rapidly changing world, and the impact of our decisions when faced with challenges. But I want to focus on how it relates to leadership and team management.
The story follows four characters - Sniff, Scurry, Hem, and Haw - as they navigate a maze in search of cheese, which represents their goals and desires in life. Along the way, they face various challenges and obstacles that test their resilience, adaptability, and problem-solving skills.
One key message of the book is the need for leaders to anticipate and prepare for potential challenges in a fast-paced business environment. It's essential for leaders to stay ahead of the curve and embrace change, learn from failures, and seek out new opportunities.
As senior managers and executive leaders, it's our responsibility to set the tone for our teams and encourage a culture of continuous learning and growth. We are role models, and our attitudes and reactions reflect not only on the business but also on our team. By fostering an open and collaborative environment, we can create a safe space for our team members to experiment, take risks, and learn from their mistakes. This kind of culture promotes innovation and allows for personal and professional development.
One example that illustrates this point is when a company decides to change its business model in response to market trends. A strong leader will take the time to listen to their team, gather their ideas and concerns, and work with them to develop a plan that addresses any potential challenges. This leader will consider all relevant levels within the organization, without regard for status. This approach not only helps the team adapt to the new direction, but it also builds trust and enhances team cohesion.
Hem represents the risk of being resistant to change and refusing to adapt to new situations. He becomes stagnant in his search for cheese and eventually falls behind because of his lack of adaptability.
On the other hand, Haw initially struggles because of Hem's resistance, but eventually allows himself to act on his proactive instincts and adaptable nature. He is willing to take risks and learn from his mistakes, and ultimately finds success by embracing change and seeking out new opportunities.
In the story, it seems like Hem and Haw are friends or equals. However, as the story progresses, it becomes clear that Hem is the hesitant team manager who ignores the opinions of his subordinate, Haw. Hem's resistance to change their search approach or consider their competitors (Sniff and Scurry) ultimately affects both of them.
It's important to note that the characters, positions, and actions in this story are fictional. However, the principles, impacts, and lessons are still relevant to modern leadership.
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The story shows that managers who disregard the opinions of their staff and refuse to adapt to change risk becoming stagnant in their roles. This could be due to a lack of knowledge about new technologies or industry best practices, simply because they are not willing to change.
I recently read a LinkedIn post by Adewale ADENIYI MSc. PMP® CPEM® CMRP® about the negative effects of ignorance within an organization's structure.
He wrote: "Executives see 4% of the problems but often take wrong steps to address them because they don't involve the affected people in analyzing the problems and making decisions. They rely on lessons from MBA, miniMBA, and MicroMBA classes.
Team Managers see 9% of the problems but hide 5% from the executives to make themselves look good and hardworking. Most of their presentations are full of lies.
Team leaders see 74% of the problems, but when they report them to the team managers, the managers think the team leaders are just making excuses for their inefficiencies.
Junior staff see 100% of the problems but often can't do anything about them."
He also shared some real-life examples he had witnessed: "Scenarios I have witnessed:
1. N200 delayed a trailer full of brewery products for days because the driver wouldn't use his personal money to inflate the tire of a trailer that belongs to the company.
2. An M8 bolt broke and delayed a production line for more than 2 hours."
As I read post, it reminded me of similar experiences I've had. But that's a topic for another article.
Getting back to Haw and Hem... Their experiences and lessons are particularly relevant in today's business environment, where change is constant and inevitable.
As leaders, it's our responsibility to recognize the value and potential of all team members, regardless of their position or role within the organization. By ignoring the needs and concerns of the majority, we risk alienating our team and hindering their growth and development.
To avoid this danger, it's crucial for leaders to foster an open and inclusive culture that values diverse perspectives and encourages collaboration. This means actively seeking out feedback and input from team members, and being willing to listen and adapt to their ideas and concerns. By doing so, we can create a more cohesive and productive team that is better equipped to navigate the challenges of a rapidly changing world.
In summary, the lesson from it is that adaptability and inclusivity are important in leadership. By embracing change and valuing the input of all team members, we can create a culture of continuous learning and growth that benefits both the individual and the organization.
Overall, the book is a must-read for any leader looking to inspire growth and development within their team. Its relatable story and practical lessons offer valuable insights into the importance of adaptability, resilience, and collaboration in the face of change. By applying these principles in the workplace, we can create a culture of continuous learning and growth that benefits both our team members and our organization.
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Here's to your success!