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Managers Team

R: What is a team for you? V: I manage my team, I know what is important for them, I support them. We are a real team. R: Do you have any other teams? V: Yes, there is an additional team. I want to manage and create the next level of effectiveness for both teams working together and for the company. R: Are you part of any other team? V: No. R: Managers Team? Team Leaders Team? V: No. We are not a team, each one has his/her own interests. We have decisions by the arguments of the person with the best arguing abilities.

Photo: @Miguel Á. Padriñán on Pexels

A management team is a collection of top managers who set the strategy and run the operations of an organization together with its top leader.

Labeling the leadership group a team does not make it a real team.

A real team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and an approach for which they hold themselves mutually accountable.

The output of the team should be more than the sum of the output of each of the individuals. “One plus one equals three”.

How managers' team perform correlates to how situations occur to them.

Consider that when we do something, it always makes complete sense to us. On the other hand, when others do something, we often question, ‘‘Why are they doing that? It doesn’t make any sense!’’

Our perspective and the meaning we give to the situation is itself part of the way in which every situation occurs to us.

When the decisions made by the managers’ team are not rational from my point of view, the things and reasons that I present with numbers are not being heard. It happens when team members don’t know how the situation occurs to me, they don’t understand it deeply, I can’t explain myself clearly. It’s too short or it’s too long. There is a significant difference between the objective facts of the matter and the way those facts occur to each of us.

Ways to act:

  1. Explain yourself, explain your decisions, your way of thinking.

  2. Ask questions from the team members.

  3. Use the formula “Problem - Solution - Impact”.

  4. Share the impact on your team, on other teams, on the company.

  5. Share the immediate and long term impact.

  6. Communicate with transparency, full disclosure, respect and integrity.

Team like an organism is living, changing, growing, has ups and downs, conflicts and happy winning moments. You are responsible all the time to clean the relationship, share your opinion in a clean way, without making drama.

The key responsibility in this process is on CEO. With CEO ability to manage and deal in any situation, each manager will learn and behave the same.

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