The Functions and Levels Of Leaders In an Organization
Very few organizations have their levels of leadership mapped out. Organizations that map out the function of each leadership level and their role are resilient, communicate effectively, and have more engaged employees. Most companies fail to scale effectively and collapse under their own weight because they take too long (if ever) to develop each level deliberately.
At Stronger Leaders Stronger Profits, we help mid-sized businesses establish effective, enduring, and empowering Leadership Development Programs. We utilize a five-level framework for training and for our Stronger Leaders Academy program.
What are the levels? What makes them unique? What role do they play in the larger system?
Self Leadership. This is the level most companies don’t even consider when they address leader development. You can’t effectively lead others if you can’t lead yourself. Once you promote someone to a manager, it’s too late to start helping them develop their mindset, priorities, time management, and resilience. These individual contributors must establish the foundation of the first five Keys to Greatness: Perspective & Gratitude, Internal Locus of Control, North Star (purpose), Self-Discipline, and Perseverance.
First-line supervisors. These are your junior managers who need to learn to lead one person first and manage the dynamics of small teams. This is the leadership level that the majority of your employees report to. People don’t leave bad jobs; they leave bad managers. This is the time to learn how to communicate effectively, counsel & coach, and manage tasks. It’s also time to take your self-leadership to the next level.
Leaders of Leaders. You now have to lead by, with, and through other leaders. These are senior managers and directors. Most leaders struggle to make this critical transition. They try to keep doing the first-line supervisor tasks that got them this promotion, but that cripples the organization, erodes trust, and hinders the development of your new managers. You must think about systems, create effective feedback loops, and have your personal systems running at a high level.
Cross-Functional Business Leaders. Until this point, you’ve been immersed in one business vertical, but that all changes here. Level Four leaders are operational level managers. They are the glue between the strategic leaders and the tactical leaders on the ground, making things happen. They must synchronize different organizational divisions, create a winning culture, and be master planners.
Strategic Leaders. Set the vision. These leaders are more focused externally than they are internally. They must understand the complexities of the outside world, the market, and external stakeholders. Your job is to look out into the world and determine what role your organization will play in it. You set your organization’s purpose, values, and goals. Then, work with Level Four leaders to turn your vision into reality as best as possible. You are the ship’s captain, looking out into the murky future and determining the path ahead.
Does your organization function like this? Is each level trained on the larger system and the unique role they play in it? Does your leadership development program prepare your rising stars for success in the next level?
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