Managing Rock Stars

Happy Thursday!  No content theme for April – just hitting you with the most important focus areas based on what I’m seeing in the tech market.  Here’s what you need to know in under 2 minutes…

What tech leaders should be thinking about this week: Identifying and managing organizational “rock star(s)” more effectively. These individuals are core to consistently driving impact +innovation and help to demonstrate what a high-bar looks like for others across the organization. Too often, leaders spend too much time (vast majority!) on the under-performers and the latest fire-drill(s) impacting the business.  For leaders to drive real results and culture, more time (and attention!) needs shift to those doing the best work and have the greatest opportunity for growth.

Why this is important:  To win in tech, leaders must shift away from reactive problem solving and fire-drill mode (way easier said than done).  Knowing the organizational “rock stars” can help leaders make this shift faster and create more sustained success across the business. “Rock stars” do this by providing more thought leadership (two heads are better than one) and more heavy lifting across multiple groups/customers (scale) if needed.  In other words, “rock stars” become an extension of the leader, when asked +leveraged properly.  It’s a win-win for everyone – leaders focus on the big, right stuff and “rock stars” get additional exposure + experiences!

Simple “Go-Do’s” for tech leaders/performers:  Spend 15 minutes building your criteria and identify your organizational “rock stars.” Then:  

·     Let those individuals know they are at the top of the list and showcase what criteria you used to make the determination (clarity is key!)

·     Figure out additional part(s) of the business where a “rock star” could be used (knowing you want to be less reactive +fire-drill driven as a leader)

·     Discuss with the “rock star” where you need help + expectations for success. Remember, this group especially loves leadership by objective (no micro-managing)!

·     Monitor, give (actionable) feedback, and showcase success up/down/across. Everyone needs to know the impact of this work (and why).

Value Add – Additional ways to show-up as a leader:  It’s Spring Break season, and kids/students aren’t the only ones who need a reprieve.  Why not schedule an impromptu lunch with your team or bring folks together for a little Spring Break of your own.  Tropical (non-alcoholic) drinks around the conference room table or giving individuals the opportunity to take Friday afternoon off for an extra Spring Break weekend can go a long way! A little extra love (without a strain on your wallet / budget) can go a long way!

New/improved dedicated newsletter page!  Know someone who’s looking for quick/easy ways to show-up better as a tech leader/performer? Forward them this mail or have them sign-up directly on the new/improved newsletter page on theEngaged Pursuit website.

Here’s to your Engaged Pursuit!