The Transition to a Leadership Team | EP 171

All right, let's do this.

So most consultancy owners think that, um, like, promoting people into leadership roles is enough.

Like, someone's been with you for a while, they're showing good promise, um, and, you know, why not promote them into a leadership role? It's, it's not just enough to promote them into a role because without real ownership in that role, like, the team just creates more noise, uh, not results for you.

So, like, promoting someone into a leadership role without giving them, like, real ownership of things and real training and real progression is one of the most common and costly mistakes that I see.

Like, you end up... 'Cause you're like, "Great, I wanna elevate you into a leadership role.

Um, I wanna step up into big picture strategy and that sort of stuff, so hey, such and such, you're on the leadership team." Um, what happens is you end up with more meetings, more check-ins, more updates, and somehow you've just got someone that's kind of half doing stuff, but, like, most things just end up back on your plate.

So, leadership or someone stepping into a leadership role without ownership, training, and directions, mean- meaning, like, these senior people just turn up to meetings now, but no one's actually driving the outcomes in your business.

Real ownership, and this means you handing real ownership to someone on your team, means that someone on your team is responsible for a result.

Not just a task, not just a function in the business, but an actual outcome that they're responsible or accountable for delivering.

So if your leadership team can't make decisions without you in the room, they're not really leading, they're just kind of managing upwards.