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As Stephen described the importance of delivering leadership imperatives in written form, he shared a few specific imperatives of his own that have stood the test of time:
- One of the most crucial questions that a leader should ask is, “Have I communicated my expectations to my team as clearly as possible?” Often, when things are moving quickly and don’t go as planned, it turns out that the expectations were never expressly conveyed. Deadlines are a prime example. Teams tend to focus only on the final deadline, he said. And sometimes team members will have varying interpretations. For instance, some may not have taken into account the advance time needed to adequately review. Stephen recommended implementing interim deadlines to allow for review, especially when C-suite approval will be required.
- Managing relationships is another imperative on his list. “Silos tend to form,” he said, “and often the result is a breakdown in communication.” He emphasized two key points:
- Tax should always work toward creating a partnership with other departments.
- Internal and external relationships should be managed based on equal levels of respect. Placing an expectation on another department or an external vendor that you would not consider placing on your team is not likely to yield favorable long-term results.
- The power of written communication is often underestimated. Short, concise emails can be more challenging to craft than long ones, but brevity is essential for effective communication. “Conciseness, simplicity and clarity are not only my preferences but also good workplace protocols,” he said.
- The importance of being prepared for meetings is another critical imperative. Meeting leaders should be clear about the objectives of a meeting, and participants should come prepared. Even routine staff meetings benefit from advance preparation, focused discussion and concise contributions. Preparation shows, and it leads to higher levels of interaction and a greater focus on specific outcomes.
Leadership imperatives: a foundation for success and growth.
Not only did Stephen introduce his leadership imperatives to new leaders and leadership teams, but he also reintroduced them when needed, fostering a culture of continuous understanding and improvement. Throughout his long career, many others have sought his permission to use this model as they moved on to lead their own teams.
While not everyone will choose to create a formal document outlining their personal imperatives, it is essential for leaders to reflect on what is important to them and ensure that their leadership teams understand their imperatives. Effective leadership is not only about making decisions, but also about inspiring and guiding people toward a shared vision. By implementing leadership imperatives, it’s possible to create a thriving and transparent work environment that promotes growth and success for individual contributors, as well as the organization as a whole.