First, take the time to understand each leader’s unique approach, whether they are hands-on or more focused on big-picture thinking. Once you grasp their styles, adapt your management to bring out their strengths while respecting their differences. Encourage collaboration by showing how their varied styles can complement one another, such as pairing a detail-oriented manager with a visionary leader for well-rounded decision-making. At the same time, set clear expectations and shared goals to keep everyone aligned. Lastly, provide regular feedback to help them understand the impact of their leadership style and where adjustments might be needed.

To successfully manage diverse leaders, it's essential to recognize and adapt to their unique leadership styles. In my experience, understanding how each leader motivates their team—whether through visionary inspiration or goal-oriented structure—allows for a more personalized and effective management approach. This adaptability not only enhances team performance but fosters stronger collaboration and growth.

Bring leaders together on a regular basis, both formally & informally. I encouraged leaders to have lunch together & discuss some of the transactional issues at hand over lunch, that worked well. For more structured discussions used brainstorming sessions to build consensus.

Pour renforcer l'unité au sein d'une équipe de leaders aux styles variés, il est crucial de promouvoir une communication transparente et le partage de méthodes efficaces. Encouragez les échanges réguliers lors de réunions où tous peuvent collaborer sur des stratégies et résoudre ensemble les problèmes. Cela ne fortifie pas seulement la cohésion de l'équipe dirigeante, mais montre aussi comment la diversité de leadership peut être un avantage collectif plutôt qu'un obstacle.

There are lots of frameworks but DAC sticks in my mind. It stands for Direction, alignment & commitment. Simple put , work together to understand where you’re going, agree on who’s doing what ie how do get there and then all hold hands, no matter what. You might not always agree with each other but it’s important to be seen to be unified on all decisions. No one goes off course. No one gets left behind. You all arrive together.

Provide clear direction to the managers and leadership on the expectation and define KRAs. Communicate this in various forums such as team meetings, townhall & any important moments. Use project management tools to track the progress and provide continuous feedback.

Managing a team is more than excel and managing a technical domain tasks. It requires people skill to manage a team with theories to use motivation to accomplish the common goal.

In my experience, encouraging leaders to be adaptable in their styles is crucial, especially when their default approach may not be the most effective. Providing training and development opportunities that expose them to different leadership methodologies and the benefits of situational leadership can be highly beneficial. By fostering adaptability, you help them grow as leaders and become more versatile in addressing the dynamic needs of the organization.

Having leaders with different strengths & leadership styles is always an advantage and brings a unique balance to the team. Allocating specific responsibilities based on their style works in favor of larger good of the organization.

Según un estudio de Harvard Business Review, los gerentes tienen hoy en día un 51% más de responsabilidades de las que pueden gestionar eficazmente. Por lo que, muchas veces, un líder está realizando el trabajo de dos o más personas. Según FI Economista, el 46 % de los gerentes de nivel medio podrían renunciar a su trabajo debido al estrés laboral. Por lo que hay dos puntos claves para mantener a los gerentes enfocados y alegres; es decir, equilibrados: 1) La cultura organizacional. 2) El cuidado de su salud.

In my experience, supporting the continuous growth of mid-career managers and senior executives is vital. Provide feedback that is constructive and specific to their leadership style, highlighting areas for improvement and acknowledging their successes. Encourage mentorship relationships within the team, allowing for the exchange of knowledge and experience. By investing in their development, you not only enhance their capabilities but also contribute to the long-term success of your organization.