The Problem:
A regional manager of a financial services firm is concerned that his managers or directors aren’t working as efficiently as they could be. He would like them to be more “leaderly” and vision focused, rather than just task oriented. He might also be concerned that the direct reports of these managers aren’t working in as “managerial” a way as possible, having developed their expertise from working in an environment that demands detail and task focus.
The Process:
This manager would ask Leadership Catalysts to partner with him, to work with these directors and their direct reports (i.e., their own management teams) to develop structure, processes, and clear communication organized around a compelling vision that directly fits into his vision for the region. He might also want to have the coaching support to allow his managers to begin to direct their energies in new ways, becoming more vision-oriented and less task-focused. This would mean that Leadership Catalysts would interact face-to-face with all the members of the management teams, building rapport and trust, then work with the groups to make them more efficient and effective in their daily work together.
This kind of partnering needs to last long enough for the teams and the managers to have practice developing new skill sets and to have the consulting expertise that can help support them in this development. This typically takes from 3 to 6 months and is best accomplished by a monthly, in-person meeting with the managers and their teams for that period of time.
