Consulting firm CEO and founder Jeff Nock gives his best tips for effective leadership team development
During his time as CEO of a leading eastern Iowa business consulting firm, Jeff Nock of Iowa has developed in-depth knowledge related to application development, marketing, sales, new product development, strategic planning and other C-suite level experience specific to business leadership. Throughout his career, Jeff has worked with companies of all sizes and backgrounds, from startups to established organizations with long histories of success. His experiences have taught him that one of the most important factors determining success for any company is the development of an effective leadership team.
While many business experts emphasize the development of leadership skills within each individual worker, Jeff Nock puts an equal or greater amount of focus on the development of the leadership team. A business’ leadership team can make or break its future. As the business prepares to grow, for example, the leadership team will be responsible for making important decisions that will define the company culture and shape the company’s future. It also falls to the leadership team to ensure that all plans made for the company are carried out as intended. As challenges arise, the leadership team will be responsible for developing solutions and mitigating losses. Furthermore, the leadership team holds great power when it comes to boosting employee morale, loyalty and trust. In fact, according to Jeff Nock, “A standout leadership team development plan will enable your company to scale for growth.” For this reason, Jeff emphasizes leadership team development as one of the cornerstones of any successful business, regardless of the business’ size industry or location.
The exact approach Jeff Nock of Iowa recommends for leadership development will vary based on several factors, including the company’s culture and stage of growth. While some companies in the earliest stages of growth will require a leadership team development approach designed to produce quick results, companies that are already established can afford to spend more time honing and enriching the quality of their leadership teams. For this reason, it is important for companies to consider their needs and priorities when planning a leadership team development strategy.
Regardless of the exact approach to leadership team development, certain goals will be the same for all companies. Jeff Nock Iowa suggests that one of the most important goals for any leadership team development strategy should be to foster solid relationships among team members. Although each member of the leadership team will have diverse skill sets, backgrounds and experiences, leadership teams must be able to come together and work cohesively toward common objectives. When members of this team know and understand one another well, they will be better equipped for collaboration, whether they are setting new goals or dealing with an unexpected setback. To improve relationships among leadership team members, Jeff Nock of Iowa recommends team building exercises. Team building exercises can be used to improve communication, build trust and enhance efficiency within the leadership team. These exercises should not only be used in the initial stages of leadership team development, but they should also be scheduled at regular intervals as the company continues to grow and change.
Jeffrey Nock of Iowa also recommends designing an effective team communication protocol. This protocol should determine how and when information is shared among members of the leadership team to ensure that each person has access to the knowledge they need to carry out their responsibilities. Companies should make this protocol as clear and detailed as possible so each member of the leadership team knows what information should be shared, how it must be distributed and how they should respond when they receive communications from other members of the team.
In addition to relationship building and communication planning, Jeff Nock of Iowa strongly encourages companies engaged in leadership team development to establish values and goals for their leadership teams. These values and goals should be clear, concise and consistent with the company’s overall vision. They should also be understood and accepted by all members of the leadership team and used as a guide for every action carried out by the team. When the leadership team develops a new marketing campaign or explores a new product opportunity, for example, Jeff Nock Iowa recommends analyzing the intended action to ensure that it is in line with these established values and goals.
Once a leadership team is working well together and understands how the company needs to move forward, it is time to get the rest of the company’s workers on board. Leadership team development strategies should always include elements related to the interactions the team will have with the rest of the company’s employees. In order to carry out any of the company’s goals effectively, employees must trust the individuals in leadership positions. They must also be kept informed and motivated so they can contribute to the company’s overall objectives. Leadership team development efforts should invest in solid communication strategies that reach all parts of the company, from the upper management to the employees with front line responsibilities.
The leadership team development process does not end when a company has a strong team in place. Even after the team is functioning well, continuing to strengthen and enhance the effectiveness of this team should continue indefinitely. Continual leadership team development ensures that the team is able to respond properly to obstacles, changes within the company and industry, and the addition of new leadership. One of the best ways to ensure that the team is always improving is to engage in ongoing team progress evaluations. During each evaluation, the leadership team should analyze its progress toward key goals and objectives carefully. The team should also consider how they are communicating with one another and whether there are any ways to improve communication.
Often, the leadership team development process is focused on the immediate future and the company’s most pressing needs, but it is also valuable to think long-term. Jeff Nock Iowa is quick to remind businesses that, as the company grows and evolves, the leadership team will need to evolve as well. This is only possible when the leadership team development process takes this issue into account. Leadership team development should not focus only on existing leaders, but it should also consider the addition of new leaders in the future. The leadership team development strategy should include a clear plan for onboarding new leaders, helping them to understand the company’s values and goals, building relationships between new leaders and existing leaders, and building trust in new leaders among employees throughout the company.
Jeff Nock is the CEO and Founder of Prescient Consulting, LLC, in Iowa City, Iowa. During his time in this position, Jeff has worked with established companies, and startups. He has a background in marketing, sales, software development, new product development, and presentation development. To learn more about his company’s services, please visit https://prescient.us/.