The Three Great Acts of Leadership

Whatever level you are leading at (CTO, Director, or Engineering Manager), you have three primary purposes. 1) Set direction and strategy, 2) create the environment for people to succeed, and 3) help your people to meet the company objectives. To be most effective, you need to adopt different personas so that your behaviour drives the right results. Let’s separate them into three acts.

Act 1: Direction — The Art of the Preacher

The first act, direction, is about setting your organisation’s strategy and evangelising it constantly. Your people must know, understand, and believe where you’re heading and — crucially — why you’re going there, or else they won’t be able to make the right decisions and choices, and you’ll end up elsewhere.

Your persona here is that of a preacher, constantly sharing and evangelising the vision.

Set your direction

This is where you define clear goals and craft a compelling narrative around your vision.

• Define clear goals and strategy: Identify your organisation’s mission and long-term objectives. Who are your target customers, and what value do you want to bring them? What do you want to achieve, how will you get there, and how will you know when you’ve arrived?
• Gain everyone’s buy-in: Engage your team in discussions about the strategy. Encourage questions and input, and create a sense of ownership among your team members.

Evangelise the strategy

Once your vision is set, it’s crucial to evangelise it effectively. This involves inspiring your team and ensuring everyone is on the same page.

• Communicate the ‘Why’: Setting goals is not enough; you must communicate the ‘why’ behind them. Explain the purpose and significance of your vision to inspire your team.
• Craft a compelling narrative: A compelling narrative is essential for communication. Tell a story that resonates with your team, making it easier for your teams to remember and embrace the strategy.
• Inspire the team: You are the chief motivator as a leader. Use your passion and conviction to inspire your team. Lead by example, and show that you are committed to the vision.

Act 2: Opportunity — The Skill of the Farmer

In the opportunity act, you focus on building the foundation for success. This includes acquiring and developing the right talent, fostering a diverse workforce, and creating an environment where people can succeed.

Your persona here is that of a farmer, cultivating the right environment and growing people.

Growing the right teams

• Talent acquisition and development: Identify the right individuals who fit your organisation’s culture and mission. Invest in their growth and development through training and mentorship.
• Nurturing a diverse workforce: Embrace diversity and create an inclusive environment. Diverse teams bring unique perspectives, which can lead to innovative solutions.
• Build and shape teams: Build the right teams to deliver the results. Give each team a mission, agree on goals and timelines, and get out of their way. Be prepared to move people around to adapt to changes in priorities or circumstances.

Developing the right people

• Training and skill enhancement: Prioritise ongoing training and skill enhancement. Support your team in acquiring the skills needed to excel in their roles.
• Fostering a growth mindset: Encourage a culture of continuous learning and adaptation. A growth mindset empowers your team to face challenges head-on.

Creating the right environment

• Cultivating a positive workplace culture: Foster an environment where your team feels valued, respected, and motivated. A positive culture contributes to overall success.
• Encouraging innovation and collaboration: Promote innovation and collaboration within your organisation. Encourage your team to share ideas and work together towards common goals.
• Experiment: If you’re not experimenting, you’re just delivering dead certs. If you’re not failing, you’re not growing. Your competitors will overtake you. Support and celebrate failure, learning, and advancement.

Building and improving processes

• Streamlining operations: Continually assess and refine your processes. Eliminate inefficiencies to ensure smooth operations.
• Make decisions easy: Allocate budgets and sign off limits, give people the power to make decisions, and reduce the need for centralised processes that block and impede your people.
• Continuous improvement initiatives: Develop a culture of constant improvement. Regularly review procedures and seek innovative solutions to enhance efficiency.
• Reduce friction: Remove all the sand from the machine so your people can move at pace.

Act 3: Trust — The Craft of the Shepherd

The trust act is all about entrusting your team to deliver. It involves avoiding micro-management and relying on the expertise of your team.

Your persona here is that of a shepherd, guiding your people to success.

Trusting your people

• Delegation and empowerment: Delegate responsibilities and empower your team to make decisions. Trust their abilities and provide them with autonomy.
• Relying on expertise: Acknowledge the expertise of your team members. Let them lead in their areas of strength. Do not try to be the all-knowing super expert. Trust your people.

Avoiding micro-management

• Giving space for autonomy: Balance your oversight by allowing your team to hit their goals. Avoid unnecessary intervention.
• Balancing oversight and freedom: Strive for the right balance between monitoring performance and allowing your team to work independently.

Monitoring performance

• Setting clear expectations: Ensure your team understands their roles and performance expectations. Clear communication is essential.
• Measuring through metrics: Implement OKRs, KPIs, or other relevant metrics to track performance. Use these metrics to assess progress and make informed decisions. Ensure your team know, track, and report them. Make them empowering and motivational, not legislative and controlling.

Intervening when necessary

• Course correction and guidance: Provide constructive guidance rather than criticism when issues arise. Course correction is an opportunity for growth.
• Conflict resolution and problem-solving: Resolve conflicts promptly and collaboratively. Encourage your team to be part of the solution.
• Decision-making: Help your team make good decisions. Create autonomy backed up by processes when they get stuck.

The leadership loop: A continuous process

Recognise that these three acts are interconnected and require continuous adaptation. Feedback and iteration are essential for refining your leadership skills.

Becoming a great leader is a journey marked by the ability to navigate the three critical acts: Direction, Opportunity, and Trust. By following these actionable steps and embracing the roles of a preacher, farmer, and shepherd, you can excel in your leadership role and leave a lasting impact on your organisation and team. Start your journey today and watch your leadership skills evolve into a force for positive change.