One worry most Nigerian startup CEO have

By BOSEDE OLUSOLA-OBASA

It is called the CEO expectations, versus mid-level managers’ reality gap. It is called a gap for a reason.

First, here are few quick facts you probably confront daily as a start up CEO:

-You expect your managers to be leaders; but too often, you get supervisors.

-You expect ownership attitude, but you see constant escalation.

-You expect initiative, but get problems without solutions.

-You expect strategic thinking, but find daily-task fixation.

-You expect clarity, but receive long, confusing updates.

-You expect emotional intelligence, but experience avoidable friction.

-You expect business awareness, but see weak connection to results.

This gap is both costly for your business as much as it is for the managers. Unfortunately, most managers and CEOs are oblivious of the real issues.

They wonder why they often appear overworked, always taking on more activities yet get regular reprimands for not being productive.

What could be the missing link resulting in the gap, and how can you fix it? I will attempt to answer these critical questions here, however, getting a comprehensive solution could require a tailored expert guidance. You should contact my team.

Moving forward, please understand that one of the ways to understand the gap and get solution is for the CEO to see the issue from the managers standpoint and vice versa.

Identifying the critical gaps to fill them:

Ownership mindset gap:

Majority start up CEOs expect this from the most managers, especially as reflected in the capacity to think beyond his role.

Initiative in action:

This is so true. At this level, you do not expect to simply be shown the problems, you expect solutions to be proposed for execution.

Strategic thinking:

This goes without saying. At this level, certifications alone don’t count except they galvanised productive thinking and strategies that drive the core of business. As CEO, you want future perspective managers on your team.

Executive communication

Clarity, brevity and relevance across stakeholder circles is so inevitable. Its absence from a manager’s kitty is a costly gap.

Emotional intelligence

Ability to manage self and others is key. Being people aware and serving as a rallying point towards the growth of business revenue, results and reputation.

The absence of other key factors like loyalty to the vision and trustworthiness are critical gaps you want filled as a CEO.

Did you know, however, that supporting your manager by taking steps towards getting a guaranteed solution is a win-win for the manager and the organisation?

That’s true because these gaps also have huge negative effects on the manager’s career prospects. He suffers costs such as:

– Missed opportunities

– Delayed promotions

– Reduced trust

If you are certain that you hired well but require your managers to close any of these identified gaps – going from just suitable to preferred, then you should register them for the upcoming specialised virtual upskilling class by RCV.

The objective of the module tagged: ‘Go From Just Suitable to Preferred’ is to equip mid-level managers with the mindset, skills, and behaviours CEOs expect but rarely find so that they become trusted, high-impact leaders. This comes up on Saturday, March 28th!

I’m Bosede Olusola-Obasa, Character Development Trainer, Trust Culture Strategist and Best Workplace Attitudes Advisor.

Enjoy the rest of your week.

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