Building collective leadership capability in your organisation with success tracking

A recent Management Today article said that Leadership development is stuck in the dark ages. A key reason for this is a lack of flexibility in moving to a collective leadership model:

There is a transition occurring from the old paradigm in which leadership resided in a person or role, to a new one in which leadership is a collective process that is spread throughout teams and networks of people.

Collective leadership  is particularly suited to very large organisations that act more like business ecosystems than single entities.

In the technology and professional services world, collective leadership also makes sense. One person cannot be expert in everything.

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Collective leaders will need tools to influence others. Photo by rawpixel.com on Unsplash

 

The Kings Fund has published a paper, for example, on the need to develop collective leadership within health care. They describe collective leadership as follows:

Collective leadership entails distributing and allocating leadership power to wherever expertise, capability and motivation sit within organisations.

One of the key skills of a collective leader, someone usually without the necessary command and control clout, is to influence and persuade colleagues to act in a certain way and develop in a certain direction.

A key approach to achieve collective leadership is success tracking.

Success tracking entails helping people track their own journey to success, and at the same time influencing the definition of what success looks like – perfect for collective leaders.

One of the interesting aspects (and challenges) of collective leadership is that aspiring leaders using social media can be very influential in directing the organisation.

I’ve seen a junior partner launch a success tracking program at a top consulting firm which other partners have then signed up to. They are tracking their success according to the scoring rules set by the junior partner.  Most interestingly, this unsanctioned success tracking program has had much much higher engagement than the original formal tracking and development program. Indeed it has now been brought into the fold as part of the formal social media success tracking offered to partners.

The challenge for those looking to develop organisation leaders is then to spot those who are already leading and support their development.

What better way to do this than to introduce the success tracking approach into your leadership development curriculum?

 

Healthcare firm uses Rise team leaderboards to motivate 230 reps across USA

Creating a sophisticated division and team leaderboard structure on Rise is simple thanks to Rise’s Teams feature.

One Rise customer, a Learning Technology director within a large healthcare company, used Rise to track and enter scores for over 230 sales reps across the USA.

Each rep was part of a local team (Charlotte, Detroit, Chicago etc) and team scores were summarised in regional divisions such as “South East” and “Mid-West”.

The points methodology tracked 8 metrics (aka Scoring Algorithm) for each rep. The consolidation of points for each team meant that each rep’s activity contributed to the performance of their team, whether great or small.

The main leaderboard shown to reps was their division board. That got everyone focused on their team score and rank rather than individual scores.

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The Mid West Division leaderboard showed summary scores for the 4 teams in this division

Individual scores within each team were either totalled up (for some metrics) or averaged out (for other metrics) depending on the number of sellers in the team.

For those wanting to know more it was possible to drill down into the team scores to discover the contributions of each individual seller.

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Drilling down on an individual team allowed reps to see how they were contributing to the performance of the team as a whole

The results were then shown on a big screen monitor at the annual sales conference for the organisation.

As long as they were using the same score algorithm for each rep and team, Rise’s team feature made it easy to automate the production of division and team leaderboards. Then Rise’s distribution features – TV leaderboard, web widget, email and social media posting – helped spread the word about the sales contest.