Complementary Strengths: Building a Balanced Leadership Team
Martin Rowinski
Empowering Senior Leaders to Build Legacies | CEO of Boardsi | Author of The Corporate Matchmaker | Thought Leader in Executive Branding | Keynote Speaker on Leadership, Branding & Career Growth
By Martin Rowinski
Success or failure in any organization hinges on the leadership team. No single leader, no matter how talented, can do it all. True organizational success comes from building a leadership team where each member complements the others, creating a dynamic balance of skills and perspectives.
As I often say, “A balanced leadership team is like a symphony—each individual plays a different instrument, but together, they create harmony.” When leadership strengths align and complement each other, organizations achieve visionary leadership, flawless execution, and creative innovation.
Why Complementary Strengths Matter
Imagine a leadership team full of big-picture thinkers and visionaries. While they may excel at generating ideas and inspiring others, execution would suffer without leaders focused on operational details. Conversely, a team comprised solely of detail-oriented managers risks stagnation, with little room for innovation or growth. The sweet spot lies in balance.
Research by McKinsey highlights that leadership teams with diverse functional expertise and thinking styles outperform homogenous teams in problem-solving and strategic decision-making. This diversity ensures organizations can simultaneously innovate, execute, and adapt to challenges.
The Ripple Effects of a Balanced Team
Steps to Build a Balanced Leadership Team
1. Conduct a Skills Audit
Before building a balanced team, identify existing strengths and gaps. Evaluate your leadership team against the company’s strategic priorities:
Example: If global expansion is a priority, you might need leaders with international market expertise or multilingual abilities. If innovation is your focus, prioritize leaders who are creative and comfortable taking risks.
2. Define Core Roles and Strengths
Clarify the essential functions of each leadership role. Go beyond job titles to understand the unique value each leader contributes:
Balancing these roles ensures no single function dominates at the expense of others.
3. Embrace Cognitive Diversity
Complementary strengths include how leaders think and solve problems. Cognitive diversity—differences in how people approach challenges—has been shown to improve decision-making and innovation.
Assess Problem-Solving Styles:
Teams with a mix of these approaches are better equipped to navigate complexity.
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4. Build on Strengths, Not Weaknesses
Focusing excessively on fixing flaws can be counterproductive. While development is important, playing to a leader’s strengths is often more effective. Build a team where strengths complement weaknesses, creating a cohesive and well-rounded unit.
5. Foster Collaboration and Respect
Diverse strengths are only beneficial when leaders respect and utilize each other’s expertise. Encourage trust and collaboration by fostering a culture where leaders can challenge and support each other constructively. Cross-functional projects are a great way to facilitate this.
The Benefits of Complementary Strengths
When leadership strengths align and complement each other, the entire organization benefits:
Common Pitfalls to Avoid
1. Hiring in Your Own Image
Leaders often gravitate toward hiring people who think and act like them. While it’s natural, it leads to a homogenous team that lacks diversity. Be intentional about seeking out different perspectives and skill sets.
2. Ignoring Personality Fit
Complementary skills are important, but so are interpersonal dynamics. A highly skilled leader who can’t collaborate effectively will disrupt team harmony.
3. Overcompensating for Weaknesses
Some organizations overcorrect, hiring for perceived gaps without considering cultural fit or strategic alignment. Balance should serve the organization’s goals, not diversity for its own sake.
Final Thoughts: Harmony Over Uniformity
A leadership team with complementary strengths is more than just a collection of talented individuals—it’s a cohesive unit capable of achieving extraordinary results. By evaluating your team’s current strengths, identifying gaps, and recruiting strategically, you can build a leadership team that balances visionary thinking, flawless execution, and innovative problem-solving.
Remember, balance is not static. As your organization grows, your leadership needs will evolve. Maintaining this balance requires vigilance and intentionality.
“A balanced leadership team is like a symphony—each individual plays a different instrument, but together, they create harmony.” When your leadership team embodies this principle, the results will speak for themselves.
How do you ensure your leadership team is balanced and diverse? Let’s discuss!
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Next in the series: Emotional Intelligence: The Key to Effective Leadership