Mastering Managing Across Will Elevate Your Leadership Communication Skills
In the complex tapestry of leadership, the ability to manage across – to effectively collaborate with peers – is a vital skill that can significantly impact your success and the success of your organization. While much attention is given to managing up and managing down, managing across demands its own set of leadership communication skills that foster cooperation, collaboration, and mutual support.
Understanding Managing Across
Managing across involves working with colleagues who are at the same hierarchical level as you but may belong to different teams or departments. These peer relationships require a unique approach because, unlike managing up or down, neither party holds direct authority over the other. The focus here is on heightening cooperation and collaboration, ensuring that even if one peer owns the decision-making, they cannot act effectively without the other's support.
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The Importance of Peer Relationships
Why is managing across different from managing up or down? The key difference lies in the nature of the relationship. When managing across, the goal is to build a cooperative and collaborative environment where both parties work together towards a common objective.
This could involve:
Team Peers: Colleagues who report to the same leader.
Cross-Functional Peers: Professionals from different departments, such as IT and marketing.
External Peers: For instance, consultants working with client contacts at a similar level.
Imaginary Peers: Perceiving oneself as a peer to senior leaders to overcome deferential behavior.
Shifting from Deferential to Peer-Like Behaviors
One common challenge in managing across is overcoming deferential behavior, especially when dealing with perceived senior peers. A mental shift is essential here – start seeing yourself as an equal. This shift not only boosts your confidence but also fosters stronger, more balanced relationships.
Key Strategies for Managing Across
1. Deeper Listening:
Follow techniques recommended by experts like Chris Voss, including labeling and mirroring.
Ensure peers feel heard and validated by using their language and reflecting their emotions.
Example: When a peer mentions needing a "tech-enabled platform with AI," reflect these terms back in your response to show you are actively listening.
2. Understanding Priorities and Goals:
Clarify differing goals by asking about priorities.
Example: "What is taking greater priority over this initiative right now?"
Align your efforts by understanding the broader objectives.
3. Clarifying Success:
Reframe questions to focus on outcomes for clarity.
Example: "What is the outcome we're looking for?"
Building Trust and Collaboration
Developing trust and fostering collaboration are critical components of managing across. Use questions to build rapport and align efforts, such as:
"What do you want to learn from me?"
"What do you want to teach me?"
"What do we want to build together?"
"What do we want to experience along the way?"
These questions not only enhance understanding but also set a foundation for a collaborative partnership.
Applying the Five Love Languages in Leadership
1. Quality Time:
Schedule regular one-on-one meetings and informal interactions.
Example: Coffee chats, team location tours, and operational insights.
2. Words of Affirmation:
Regularly praise and champion your peers' efforts and successes.
Shine a light on their achievements to boost morale and collaboration.
3. Acts of Service:
Offer resources and remove roadblocks to make your peers' lives easier.
Example: Sharing team capacity and providing support where needed.
Developing Personal Connections
To truly master managing across, build personal relationships with your peers. Understand their interests outside of work, their passions, and their dreams. Sharing personal stories and experiences creates a deeper connection, leading to more effective collaboration.
Proactive Communication
Keep peers informed about changes early on and allow them to take ownership and credit for shared successes. This not only builds trust but also ensures that everyone feels valued and important.
Final Mental Exercise
When receiving feedback from peers, visualize trusted individuals to stay objective and non-defensive. This mental shift helps you receive and process feedback constructively.
Actions:
1. Listen More Deeply: Get curious about your peers' perspectives and priorities.
2. Be a Giver: Support your peers in being seen, heard, and successful.
Mastering the art of managing across is a critical component of leadership communication skills. By fostering cooperation, collaboration, and mutual support, you can build strong, effective peer relationships that drive success for you and your organization. Start implementing these strategies today and watch your leadership impact soar.
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