No ‘I’ in Team: The Collaborative Management Model

No ‘I’ in Team: The Collaborative Management Model

  • Learn about the collaborative management model and how it could work for your team.
  • Discover why leadership teams are so vital.
  • Learn the importance of focusing on development.

For employers of all types, the notion of a single leader dictating orders from on high has increasingly fallen out of favor. As concepts such as diversity, equity and inclusivity have flourished, management-level employees now generally expect to get a say in how work is done and even the organization’s strategic direction. With this in mind, more and more employers are turning to a collaborative management model to set strategic priorities, adjust work practices, improve HR policies and look for growth opportunities. Fiducial has more information about how to institute this model below.

Form a leadership team

Successful collaboration starts with a new mindset. Whether you’re a business owner, nonprofit exec or agency head, the first step is to stop thinking of managers as employees. Instead, regard them as members of a leadership team working toward fulfilling your organization’s mission.

To promote collaboration and make the best use of your human resources, clearly communicate your strategic objectives. For example, have you prioritized expanding into new territories? Then make sure your managers aren’t still focusing on extracting new business from current sales areas.

You also must be willing to listen to managers’ ideas — and to act on the viable ones. Relinquishing control can be hard for many business owners and top organizational leaders, but keep the advantages in mind. A collaborative approach distributes the decision-making burden, so it doesn’t fall on just your shoulders. This can relieve stress and allow you to focus on areas of strength. You may have neglected these strengths in the past because you were so busy.

The collaborative management model

Focus on development

Even as you move to a more collaborative management model, and include managers in strategic decisions, don’t forget to recognize their individual skills and talents. For instance, you and other managers could have uncertainties about a new marketing plan. However, you should trust your marketing director to carry it out with minimal oversight.

Want to ensure that managers know they have your confidence? Conduct regular performance reviews where you note their contributions and accomplishments. Then, you can set challenging though attainable goals. Moreover, help them grow professionally by providing constructive, ongoing training to develop their leadership and teamwork skills.

The collaborative management model needs team players

No matter what your organization’s mission, you’re more than likely engaged in a “team sport.” That is, if you assemble a strong leadership team around you, your odds of success go way up. And don’t stop at the management level — gathering input from every level of the organizational chart can pay great dividends.

Need help assessing the profitability impact and potential of your managers? Call Fiducial at 1-866-FIDUCIAL or make an appointment at one of our office locations to discuss your situation.

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