A lot of organizations today suffer in a very dysfunctional leadership, and most people think it could just be a fault of one person – the CEO, COO, President, Manager, and many more “solo role” positions they can think of. People like blame games – they try to put someone in the hot spot because of something that has gone wrong, or even in the exact opposite they place someone it the spotlight for something that has been done right — and this defeats the function of a teamwork.
Contrary to what people think about leadership, it is not just a sole responsibility — it is an organization – composed of different people with different leadership expertise. This tiny little part of the organization is what we call a “Management Team.” Management teams are composed of more than one individual in the leadership role that often gets neglected because we are too focused on who’s at the very top of the organization. While it’s important for the CEO to be directing how his people work, it needs a group of leaders that has the power to ensure efficiency in running a business. This is why we created supervisors, direct managers, team leaders – because they function at a micro level perspective that is often overlooked by senior management. So, what important role do they have? and what kind of expectations are we supposed to see from them?
Think about Jesus’ 12 disciples – Peter, John, James, Andrew, Phillip, Bartholomew, Thomas, Matthew, James, Thaddeus, Simon the Zealot, and Judas Iscariot. All of them played a vital role in spreading the gospel – in reaching out to the nations, in building an organization about the good news of truth and love through the salvation being done through that cross.
This is the same concept that goes about building a management team – to build a group of leaders that commits to a responsibility of ensuring that there is transparency, vision, and throughput towards people working in the organization – and just like the 12 disciples of Jesus, they all need to believe the vision and take everything by heart before they can effectively manage those who are in the rank and file.
There is no exact ratio of how many you can appoint – it can be 12, 5, 30, 15 – really depending on what your organization needs, but they need to have the ability to manage people not just by speaking but also through “influencing”. Ladies and gents, it’s a big battlefield out there! You need to make a strong management team to gear up your soldiers and win!