The Art of Making People Better: A Senior Leader’s Journey to Transforming His Team - Part 1

Recently, I met with a new senior leader who shared his ambitious vision for both his immediate and wider team. His goal was simple but profound: make people better. As I listened to him, I was reminded of a phrase Indra Nooyi once shared—how a former Accenture CEO emphasized that great organizations and great leaders make their teams better. This resonated deeply with this leader's approach, and it was clear that while his vision was sharp, his journey would not be without its challenges. His team comprised four Heads of Department (HoDs), each with a distinct personality and leadership style. The challenge? Not only was he tasked with driving visionary change but also managing their different approaches, egos, and emotions—all while ensuring professional outcomes were met.

Let’s meet the team.

The Diverse Leadership Team

The Seniority Leader: This individual had reached their position largely due to years of service. While experienced, they lacked leadership qualities.

The Subject Matter Expert (Lacking Emotional Intelligence): Incredibly skilled in their domain, this leader’s technical expertise was undisputed. However, when it came to empathy, they fell short, often struggling to connect with colleagues on a personal level.

The Ambitious, Fear-Inducing Leader: Known for instilling fear, this long-standing leader had immense power and ambition. They had developed a reputation for pushing others to their limits—often threatening job security and driving out peers. This domineering approach had created a culture of fear.

The Fresh, Fearless Leader: A newcomer with a fresh outlook and no baggage, this leader was fearless, ready to challenge the status quo. They were unafraid to take risks, but their inexperience made balancing wisdom with innovation a delicate task.

The Senior Leader’s Dilemma

With such a varied group of personalities, the senior leader found himself navigating a complex landscape. He had to balance their strengths and weaknesses while building a unified team that could champion his vision. On a daily basis, he managed stakeholder expectations, carefully navigated egos, and worked through complex emotional dynamics. His aim was clear: to help each leader reach their full?potential and drive forward the change the organization needed.

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How did we add value?

In situations as complex as this one, having an external perspective can be invaluable. A third-party executive consultancy can take a bird’s eye view of the dynamics at play, offering a holistic perspective that may be harder to see from within the organization.

By remaining removed from internal politics and personal biases, an external consultant provides unbiased advice that is purely focused on organizational outcomes. They can identify blind spots in leadership, offer fresh insights, and provide actionable strategies that may not be immediately apparent to those directly involved.

Moreover, a consultant can facilitate the process of leadership development, offering personalized coaching to each HoD. They bring experience from diverse industries and can apply best practices tailored to the specific challenges of this organization. Their role is to ensure that the senior leader’s vision is supported, while also fostering an environment where each HoD can grow and contribute meaningfully to the larger transformation.

At its core, the value of a third-party consultancy lies in its ability to see beyond the immediate dynamics and offer a strategic roadmap for long-term success.

Watch this space…

… to learn about the recommendations, we made to guide this senior leader and his team through their journey of transformation. Our approach, insights, and tailored strategies were key to addressing the unique challenges within this diverse leadership group. Stay tuned for the next steps in their evolution!

About the Author: Pooja Wankhede is a freelance Organization Development Consultant and Executive Coach with over 20 years of experience in learning, and development and recruitment. Her passion lies in helping leaders and organizations thrive by aligning talent with strategy.