Your senior leadership team is often a key ingredient in allowing your organisation to thrive.
Research by the Chartered Management Institute (CMI), though, shows that up to 82% of managers in the UK are deemed “accidental managers”, and have had no formal leadership training. Moreover, only 27% of workers who were surveyed would describe their manager as “highly effective”.
These issues are having a significant impact on UK workers. Of those who felt their manager was ineffective, 50% are planning to leave their current role within the next 12 months.
As a business owner in the creative sector, your people are your greatest asset. Supporting your managers to help them to thrive, and in turn enable the rest of your workforce to be productive and happy at work, is a worthwhile investment.
Read on to discover five ways you can support your senior leaders and create a healthy and productive work environment for your organisation in 2024 and beyond.
One of the key findings from the CMI report was the link between highly trained managers and more effective organisations.
For example, previous CMI research has discovered that organisations that invest in leadership training enjoy on average a 23% increase in productivity compared to organisations that don’t invest in training.
So, supporting your senior leadership team with high-quality training could pay dividends in terms of productivity and staff retention.
Good management sets the tone for everyone else’s behaviour in your organisation, so it’s vital to lead by example and treat your senior leaders in the same way you’d like them to treat their direct reports.
This might include:
Remember that actions speak louder than words. So, make sure you’re embodying the values you’d like your leadership team to live by every day, not just when you are directly interacting with them.
One of the most daunting aspects of becoming a manager is the need to delegate work to the appropriate team members.
Delegating can enable you to work more effectively, focusing on the tasks that will bring the most value to the business as a whole and to your team. It also means that everyone is working on the tasks that are best suited to their job role and skills.
But it can take time to learn how to delegate effectively. So, teaching your managers how to identify which tasks to pass on and who is best placed to receive them can be an important part of leadership training.
Once your managers are able to confidently and effectively delegate their workload, they’ll be able to spend more time growing the business and improving productivity.
To help an individual succeed in any role, it’s vital to set clear expectations and maintain accountability for achieving their goals. Your senior leadership team is no different.
It can be even more effective to agree on expectations as a team. In doing so, you’re demonstrating that your team’s opinions matter, consequently ensuring that they are more committed to achieving the goals you’ve set together.
Setting goals is just the first step though – it’s also important to hold each other accountable for achieving them. Book a regular slot in your calendar to catch up with your leadership team to review progress, learn from each other’s experiences, and support one another in the next steps.
Occasionally, despite your leadership team’s best efforts, mistakes can happen. If any of your senior managers are accused of wrongdoing as part of their role, they could face hefty fees if the accusation leads to a legal challenge.
This might include accusations of:
By taking out directors’ and officers’ liability insurance, you can help to protect your senior leaders from the financial implications of a court case. It can also help you cover any associated financial losses that the business incurs.
In doing so, you demonstrate to your team that you support them and that you care about their wellbeing.
If you’d like to know more about how we can help you to protect your business and your team with bespoke insurance packages, please get in touch.