In a recent conversation with one of my consulting clients, she expressed that she was struggling because (from her perspective) she was promoted to management and then dumped. She felt like getting information from her higher-ups was like pulling teeth. She perceived that it made her look incompetent to her team when she didn’t have the information they were looking for about team projects and deadlines. Significant leadership is a dynamic and collaborative process, and one of the most critical aspects of this process is regular briefings between leaders and the managers they lead. Regular, well-structured leadership briefings can significantly impact a manager’s (and, therefore, the team and organization’s) success.
The frequency of leadership briefings will depend on various factors, including the organization’s culture, the complexity of the role, and the manager’s experience level. However, certain types of briefings should occur at specific intervals.
- An annual briefing dedicated to development discussions is essential for a manager’s long-term growth. During this briefing, leaders and their managers discuss the objectives for the year, what the team’s task or projects look like, deadlines, performance or profit expectations and continuity to the year just completed. This is also an opportunity to assess the manager’s progress, identify areas for improvement, and set goals for the upcoming year. This is also a great time to discuss potential career advancement opportunities.
- Quarterly briefings give leaders and managers a broader perspective on the organization’s strategic direction. These updates may include changes in market conditions, shifts in priorities, and updates on long-term goals. They help ensure that everyone’s work remains aligned with the overall strategy.
- Regular weekly or bi-weekly check-ins are crucial for ongoing support and alignment. These briefings discuss team and project progress, challenges, and priorities. It’s a chance to provide guidance, answer questions, and ensure the manager and their team are on target before they get off track.
It’s important to note that effective briefings are a dialogue, not a monologue. Leaders should actively listen to the manager’s input, concerns, and ideas. Two-way communication fosters trust and collaboration.
By implementing well-structured and regular leadership briefings, organizations can foster a culture of open communication, development, and continuous improvement where no one feels left out of the loop. Leadership is a partnership, and effective briefings are the threads that weave this partnership together.
Read Lauren’s Whitepaper on The Nine Essentials of Significant Leadership.
