Secret Leader Qualities for Managing A Business Unit

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Copyright

First Edition

Copyright © 2016 Suresh Iyengar/Business Unit Execution LLC




All rights reserved. No part of this book may be reproduced or transmitted in any form
or by any means, electronic or mechanical, including photocopying, recording, or by
any information storage and retrieval system, without permission in writing from the
author.


Published by Business Unit Execution LLC

http://www.buexecution.com

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Secret Leader Quality #3

Leaders Who Lack Focus

Some business unit managers step into the position and present 4 or 5 simultaneous
initiatives. They see what's wrong with the organization and hasten performance. Now,
people find it hard to act on their work. Such presentations don't help them. The leader
uses difficult words and complex structure explaining what people do. When people
don't see where they are, how will they go where the leader is taking them?


The Priorities

Using the business condition, any manager can focus on three main tasks. This
becomes necessary when departments share people who do different work. The leader
needs to rank projects so people know what to work on first. He can do it when he
focuses on people, uses clear methods, proven technology - in order.


What Is New We Learn?

Leaders need to have a maximum of 3 goals for improving business performance.
Since departments decide, people's tasks need clarity. Further, the leader's message
needs to be simple. People need to understand how to break them down into small
tasks, so they can do them on time and in order. In matrix organizations, when
departments decide, they compete for people's time on their projects. Let's say a
business unit is working on a $100 million dollar project - it is the biggest ticket on their
scale. If customers don't pay for two big milestones, cash-flow could become the top
problem. Now, the leader needs actions for improving cash flow - and quickly -
because it is oxygen for the business. Project managers buy using just-in-time
practices. They follow up with customers who haven't paid for milestones before
moving on. The whole company works on the new priority.


How To Focus On Few Priorities

Leaders who succeed focus on business performance. They look at the core strength
of the business unit. Then they improve it. In the example, the business unit's core
strength is project management. The leader took steps to improve cash flow. He
brought all the managers into the room, explained how cash flow affected their survival
and urged them to act. People follow the leader when he understands the business,
sets clear actions for the team, gives them deadlines to do them. Finally, successful
leaders coach people so they succeed. The purpose isn't to give people actions and
leave them. The leader engages. He guides. He inspires people and paints their
success story for all. He then rewards the heroes who made it happen.


Written By Suresh Iyengar - President, Business Unit Execution LLC. He is a registered
Professional Engineer in Texas, Project Management Professional and Stanford
Certified Project Manager.


Become A Business Unit Manager In 3 Hours


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Secret Leader Quality #7

Leaders Who Aren't Genuine

When Business Unit Managers mask their appearance, people see through it. Some
want to act busy. Some want to dodge customers. Some just hide in their offices. This
behavior can cause lasting harm to the spirit of the organization. It just shows. Some
companies tolerate because of results. This is short-term gain. Companies need to
train their Business Unit Managers know themselves.


The Leaders Who Look Inside

Leaders need to become aware of their strengths and weaknesses. They need to
understand how people see their actions. There isn't one formula. It comes with the
right coaching and constant practice.


What Is New We Learn?

One leader had just replaced another in a small business unit. When he met his
managers, he didn't genuinely greet them. His behavior showed he came in for a short-
term. It's common for people to compare leaders. In his case, the previous leader
enjoyed working with people. When this leader dodged customers, he unknowingly
built his reputation as someone who didn't understand the business. He didn't want to
shoulder the responsibilities of the job but wanted the laurels. People discovered
shortly that his superior shielded him because he knew him. Now we have two issues.
First, with a bungling leader, second with his superior who had no courage to tell him to
change. Such behavior and hiring practices can bring untold harm to companies. Every
leader needs to become aware of his strengths, weaknesses quickly. He needs to have
emotional courage to face someone he knows for long and tell him what he thinks of
his work. Last, leaders need humility. People will forgive them for their mistakes, if they
admit them.


How The Leader Reaches His Goal

There aren't many schools for training leaders on soft skills. Some come with the
personality, others with day-to-day experience working with people. Companies find it
useful to build the leadership pipeline. When leaders face people who have worked
with them, there is an opportunity for 360-degree interviews. Open reflection in a group
gives the leader the chance to see where he needs change. Second method is
traditional. The supervisor goes over the past year's results and behavior. Adding
reviews to see where the leader can excel for the future of the business can bring the
company high returns. For this, companies need to know their future business plans.
Successful companies have used timely training joined with interviews so leaders can
learn, close gaps and lead the right way.


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