Before the holidays I was asked to speak to the Growth Group, a group of people working for the state of Michigan charged with helping businesses grow. They work daily on the cash, commercial, and leadership issues that keep companies from reaching their full potential. The request was simple – share your perspective and tools for developing leaders and talent in high growth organizations. Here is what I shared.
The analogy to leading is MIND THE GAP – a common phrase I first heard in London as I was using the Tube, their subway system. It is a simple reminder to watch your step, and for me it just stuck in my head AND made me constantly aware of what I needed to do next. Here are four ways leaders MIND THE GAP.
- Create the GAP – At the core of leadership is defining the preferred future for the group they lead. The simple act of planning (strategic or operational) is a way of creating the GAP. For high growth companies, I use a tool called the Entrepreneurial Operating System that, at it’s core, helps a leadership team Create the GAP.
- Create the GAP 2 – Define the WHY for the key talent you need to close the GAP. My experience in helping companies find talent has taught me that talent will come if you define your story well and help people see how the role is a critical part of what it will take to close the GAP and reach the goal. I have a tool called the Role Summary and Focus that translates the GAP created into a compelling job.
- Manage the GAP – The forgotten step. The actual work of leading and managing. The part that made one leader say to me in frustration, “I love leadership, it’s the people part that drives me crazy”. Managing the Gap is being intentional about building a team to bridge the GAP in front of you. The key steps are:
- Fill the GAP with knowledge of each other (foundation of Build TRUST).
- Build FOCUS for each person through a SUCCESS PLAN – especially the new additions to your team.
- Build TRUST through demonstrated competence.
- Owning the GAP – The last and most important piece of individual performance. The career/development plan the individual creates to guide their development and performance so they develop faster than the organization needs them to based on the defined GAP in front of them and the organization. The two key pieces are the career/development plan and the habit of frequent/formal one-on-one conversations.
Great conversations start with a question – and I appreciated getting asked How do you help leaders and companies through the key transition points tied to growth?
It all comes back to MIND THE GAP, except outside of the controlled environment of mass transit in London, the GAP changes daily.
As you look out into 2016 – What is the GAP in front of your team? In front of your role? How will you manage it successfully?
Those questions start a great conversation.
Here is the presentation – Mind the GAP – The presentation. I am always looking for professional conferences to speak, so let me know if you are going to one this year that has an audience that would benefit from this conversation.