Ask the EXpert: How do I manage my difficult leadership team?
Dear EXperts,
My day job is a very intense tech startup. We’ve been trying to close funding for a while (hopefully almost there). Our senior team is made up largely of egotistical drama queens who let their emotions get in the way on the daily. I’m being tasked with ‘ironing out the wrinkles’ but we’ve got SO many competing agendas, problematic characters and generally a lack of trust and cohesion at the top. WHERE DO I EVEN BEGIN?!
– Someone with a seemingly impossible task
Our EXpert advice
Ooh we really felt this one, navigating egos and building trust in a high-stakes environment is a tall order and can often leave us feeling isolated and frustrated. So let’s not waste any time and dive in with some actionable steps to help you get started:
Reset and reconnect
Gather everyone together, ideally in person, to address competing agendas and discuss what’s most important, why and what’s currently getting in the way. This process should be facilitated by an objective person who can guide the conversation without bias (this isn’t a shameless plug, honest).
Align around a shared goal Focus the team on a single, overarching priority that everyone can align with. While individual tasks and goals are important, they should all contribute to this ONE shared priority. Communicate this priority clearly and consistently, using it as a central agenda point in senior leadership meetings and team get togethers.
Communicate openly and honestly Create a culture of transparency by regularly sharing information, providing updates, and encouraging team members to voice their thoughts and concerns. Schedule team meetings and one-on-one check-ins to ensure everyone feels heard and respected. This gradual process builds mutual understanding and trust.
Define and demonstrate consistent behaviours Establish clear company values and the behaviour's that support or undermine them. This creates a shared language for accountability and facilitates difficult conversations. Leading by example and setting clear standards helps manage emotions and egos objectively.
Recognise and appreciate each other Highlight and celebrate positive behaviours and contributions, even amid challenges (and overbearing egos). Recognising those who set a great example encourages others to follow suit, reinforcing the desired team dynamics.
Develop a continuous feedback culture
Normalise giving and receiving guidance regularly to help everyone stay on track. This will enable people to give in the moment feedback on observable behaviours and actions, ensuring issues are addressed promptly to prevent any further negative impact.
Lastly, remember that this is a collective effort. Seek allies within your organisation who can support and champion these changes. Find advocates who are influential, energised by the vision, and already embody the behaviours you want to promote. You’ve got this.
