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As an SME leader, you’re constantly seeking innovative ways to stay competitive and drive growth. While traditional management techniques have their place, sometimes it’s the unconventional strategies that can set your business apart and propel it to new heights.
These approaches may seem counterintuitive at first glance, but you may be surprised that by embracing these unconventional methods, you can transform your leadership style and create a more engaged and productive workforce.
Practice Radical Transparency
This strategy involves openly sharing information across all levels of the organisation, from financial to decision-making processes to even salaries. It might make a few people squirm, and goes against the grain of most companies that operate on a ‘need-to-know’ basis. But for SMEs, where everyone knows everyone and some employees are doing multiple roles, embracing radical transparency can lead to higher engagement, innovation and trust.
Being an SME leader has its advantages. For one, it can be more personable. Unlike larger organisations where you might only interact with Board members for most of the day, you have the benefit of knowing your employees across all rungs of the ladder. So why not help them feel more motivated by fostering that relationship, and helping them understand where their role fits within the wider organisation? This goes back to the fundamental principle that employees do their jobs better when you tell them why, because they can connect tedious jobs with a shared vision that is emotionally compelling.
To implement this strategy, consider holding regular company-wide meetings to discuss financials, creating open forums for feedback, and using collaborative tools that allow easy information sharing. You might be surprised when you open the floor and share business concerns that some employees come up with creative solutions you would have never thought of yourself.
Embrace Failure as a Learning Opportunity
“Failure is simply the opportunity to begin again, this time more intelligently.” – Henry Ford
Many Managers try to avoid failure at all costs, but good leaders know that the only path to success is to fail multiple times. When leaders openly discuss their failures and the lessons learned, it creates a culture of transparency and trust. This openness can strengthen team bonds and foster a supportive work environment where employees feel comfortable taking calculated risks.
Consider having a day a week that’s designated as a ‘safe to fail’ environment where employees feel comfortable working on projects that have a high probability of failure. Or you may encourage your Managers to celebrate failure as a learning experience with their teams rather than punishing them. Make it a normal thing to conduct thorough post-mortems on failed projects to understand root causes and lessons learned.
Implement Reverse Mentoring
Traditional mentoring typically involves senior employees guiding junior staff. Reverse mentoring flips this concept on its head by pairing younger employees with senior executives to share insights on technology, social media and emerging trends. This can help bridge generational gaps within the organisation and keep senior leadership up-to-date, while empowering younger employees and fostering a culture of continuous learning at all levels.
To implement reverse mentoring, start by identifying areas where younger employees excel and pair them with senior staff who could benefit from their expertise. Establish clear goals and expectations for these mentoring relationships to ensure mutual benefit.
These management strategies might seem unusual, but why not try them out? You might be surprised that they create a more dynamic, innovative, and inclusive work environment. If you need any support with your business, drop us a line via hello@thehrhub.co.uk or give us a call on 0203 6277048.
Don’t want to speak to anyone but would like to read more? Read my book The MAGIC of HR. |
