As a controller, your management and leadership skills will take you and your organization to the next level. Join Linda Lucas at The Controller’s Management Program in Victoria from June 4-7 to access the theory, best practices, tools, and skills to further sharpen your leadership and management skills. Register by April 4 to receive the early bird discount.
In the dynamic world of business, encountering obstacles and challenges is inevitable. Whether it’s a new project, an organizational change, or a persistent issue, the key to success is how effectively we navigate these barriers. One powerful approach to overcoming these challenges is implementing an ‘unstuck’ framework, which consists of three essential steps:
- assessing the status;
- bringing the right tools; and
- setting a relationship focus.
Let’s delve deeper into each step and explore how to apply this framework to break through any barriers successfully.
Step 1: Assess the status for your unstuck framework
Identify the objective or outcome you want to achieve: The first step in any problem-solving process, and the unstuck framework, is defining success. Take the time to probe your team, asking questions to ensure you address the right problem. Don’t assume you know the answer; engage in active listening and open dialogue.
Consider who needs to be involved: Over-communication is critical. Identify who needs to be part of discussions, communications, and meetings. Pay attention to early adopters as well as those who may resist change. By understanding where each team member stands, you can tailor your approach accordingly.
Embrace conflicts and build relationships: Conflict is natural, but unresolved conflicts can impede progress. Take the time to build relationships and understand your team members’ perspectives. Address conflicts openly and encourage dialogue focusing on feelings and understanding rather than blame. To learn more, check out these pointers on healthy conflict and getting comfortable with difficult conversations.
Step 2: Bring the right tools
Determine your team’s current position: Gather data and conduct debriefs to understand your team’s position on the issue. This will provide valuable insights into their concerns and perceptions.
Establish trust and psychological safety: Trust is the foundation of any successful team. Acknowledge past successes, highlight current issues, and emphasize the benefits of proposed solutions. Be empathetic and compassionate, understanding that change can be challenging for most. These tips, including demonstrating a propensity to trust and demonstrating respect, can help establish and strengthen trust.
Encourage healthy debate: Foster an environment where team members feel comfortable expressing their opinions. Encourage reflective and empathetic listening and ask open-ended questions to de-escalate emotions.
Seek win-win solutions: Look for options that benefit everyone involved. Consider any missing pieces and be open to compromise.
Implement best practices: Utilize proven strategies for managing change, considering the “rider, elephant, and path” framework, which entails providing clear direction and goals, appealing to people’s values and aspirations, and removing obstacles to change.
Commit to decisions: Ensure that decisions are followed and behaviours align with the agreed-upon course of action.
Hold yourself and others accountable: Be willing to have difficult conversations and establish a clear code of conduct for the team. Building a culture of accountability will require leadership at every level —from self-leadership to team leadership and organizational leadership.
Set and measure goals: Define clear goals, break them into manageable phases, and celebrate milestones; be mindful of your team’s capacity as you work through these steps. It can be helpful to integrate coaching conversations into this process.
Step 3: Set a relationship focus
Determine your intentions: Consider how you want your team to feel throughout the process. Adjust your behaviour to foster a positive, empathetic, and sincere atmosphere.
Adapt communication styles: Understand your team’s communication preferences and tailor your approach accordingly. Ask them what’s important and what they need from you.
Address leadership gaps: Reflect on your leadership style and identify areas for improvement. Pivot your behaviour to strengthen relationships within the team.
By following this unstuck framework, you can effectively navigate challenges and confidently break through barriers. Remember, success is not just about reaching the destination but also the journey and the relationships built along the way. So, embrace the process, empower your team, and watch as you overcome obstacles together.
Linda Lucas, CPA, CMA, brings 25-plus years of experience in finance, operations, and strategy to the table. Her expertise lies in coaching, mentoring, and facilitating programs that empower and increase collaboration.
