Leading at Net Speed: How to Stay on Course

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From NetSpeed Leader Volume 13, November 2003

Imagine this scenario: In a realistic assessment of your company's current standing, the senior management team just stressed that quick, nimble performance will be rewarded, while plodding departments may be eliminated. As the supervisor of a team that falls somewhere in between, you are wondering what to do. How will you help your team face this latest challenge?

Today's challenges require leaders to have more than good intentions. To stay on course, leaders need a gyroscope. As a navigational tool for spacecraft, airplanes, and ships, a gyroscope is a device that maintains alignment while being pulled in many different directions.

The equivalent of a gyroscope for managers and supervisors is a set of leadership guidelines. Here are five guidelines to manage by, especially when facing change, shifting priorities, and myriad challenges. Let's apply them to the scenario.

1. Create an optimistic culture. Leaders set the tone, so it's up to you to project optimism. In the scenario above, you will need to model how to move forward nimbly in the face of real or perceived obstacles. It's also your role to communicate an inspiring vision of the future and connect your team to it today. In this instance, your vision may focus on the excitement and rewards of turning in a seamless team performance. It's also essential to celebrate progress, past and present, made by the team and by individuals. You will build enthusiasm and cooperation to get a tough job done.
   
   Ask yourself: What can I do on a daily basis to create an optimistic culture?
   
   
2. Promote collaborative relationships. Open-handed give and take is mandatory in an effective, fast-paced organization. In our scenario, you will need to communicate your thoughts openly and honestly and ask the tough questions; for example, "What are we currently doing that we ought to stop doing? Where have we closed doors to collaboration that ought to be opened?" Solicit honest feedback and input, and help the team do something positive with it. Especially in this situation, be cooperative—not competitive—in dealing with colleagues. Do your best to balance the needs of all stakeholders involved.
   
   Ask yourself: What can I do to encourage honest feedback and input?
   
   
3. Enable exceptional performance. Our scenario is no invention. Today's environment demands that we set and consistently achieve stretch goals nimbly. To do so, encourage your team members to develop and rely on their strengths and talents to achieve goals and solve problems. An important part of your job is to recognize and reward exceptional performance, and address performance problems quickly and constructively. Find and remove barriers before they negatively impact performance.
   
   Ask yourself: What do I do that may get in the way of exceptional performance?
   
   
4. Focus for high impact. To stay on course in the face of unpredictable change, be disciplined. Our scenario is a prime example. In it, you must take the time to paint a clear picture of desired, measurable results. You will focus the team on high-priority goals and objectives and ways to achieve them efficiently. It takes discipline and focus to hold others accountable for results. It takes the same focus to adapt resiliently to changing priorities.
   
   Ask yourself: Do I consistently help the team achieve high-priority goals?
   
   
5. Cultivate trust. Without trust, an organization is crippled and performance suffers. To cultivate trust, you must do the right thing even when it's difficult. In this scenario, you will act authentically and admit when you don't have the answers. Also, it will be very important to follow through on any promises and commitments and to assume that others have good intentions.
   
   Ask yourself: Do all my actions inspire trust among team members and throughout the organization?
   
   

Try applying these guidelines in any challenging work situation. They will serve as your gyroscope, keeping you balanced and on course.

• Create an optimistic culture
• Promote collaborative relationships
• Encourage exceptional performance
• Focus for high impact
• Cultivate trust

Note: Much of this content is based on the new NetSpeed Leadership module Leading at Net Speed.