Stepping into a new tech executive role can be daunting. Employees may be reserved due to unfamiliarity and intimidation. To meet high expectations, connect with the team and inspire them. Start by showing genuine passion and concern, getting to know each individual personally. Emphasize an open-door policy and invite everyone in the organization to engage. It may take time and effort, but the long-term value is immeasurable. People need to feel valued and appreciated for their work and environment. When your team likes and trusts you, they’ll go above and beyond, helping you meet expectations.
Navigating the role of a middle manager can be challenging. When transitioning into this position, it’s crucial to evaluate the organizational culture to adapt your leadership style for both superiors and subordinates. Finding the right balance can be difficult, especially when senior leaders have a different leadership approach. If empathetic leadership resonates with you, should you alter your approach to please your superiors? Unfortunately, there are times when bending is necessary. Ideally, maintain openness and empathy towards your subordinates while assertively addressing matters with your leadership. It’s a demanding task, no doubt.
If you’re a compassionate leader in a fear-based organization, it might be worth exploring options outside the company. Changing the ingrained culture to align with your leadership style is extremely challenging and could harm your career. Subordinates may struggle with your approach due to the indoctrinated culture. Implementing your empathetic style might be seen as weakness or lack of direction by superiors. Adapting to this culture will feel unnatural and hinder your caring leadership approach.
Individuals, regardless of their role, desire care and fulfillment in their work and relationships within an organization. As a tech exec, promptly evaluate how your leadership style aligns with your new team. Leading at a senior level is challenging, with high expectations. Senior leaders have a greater opportunity to shape organizational culture compared to middle managers. Middle managers can still influence cultural change to some extent, but it largely depends on the support of senior leadership. Align yourself with an organization where senior leaders genuinely appreciate and respect their employees.
For more on culture, see this post on empathetic leadership.