Ask the Expert Blog
As a manager, you can easily get lost in the specifics of your department’s work. But it’s equally important to look beyond your direct reports to contribute as part of your organization’s leadership team.
Q: As the manager of my department, I need to manage my staff day to day, but I’m also part of the leadership team in my organization. What tips do you have for collaborating with my peers to help our organization perform more effectively?
A: You’re right that you essentially wear two hats, and each of these roles requires different skills to be successful. In most organizations, departments or functions depend on each other to meet the organization’s mission, so it’s critical that you develop collaborative relationships with your peers in management.
If you don’t already have regular management team meetings where you hear about what’s happening in other departments, make an effort to kickstart this process. The more you know about the challenges others are facing, the better you’ll see how your department can help move the organization forward.
Also consider polling your peers to determine how they perceive your department. Ask about what they need from your team, what you’re doing well, and how your department could be more helpful. Be open to new ideas, and try not to be defensive if you hear some negative comments about your staff. Offer to provide the same kind of honest, constructive feedback to your peers.
The more you know about the challenges others are facing, the better you’ll see how your department can help move the organization forward.
The point of this exercise isn’t to be critical but to be clear about how interconnected your work is. If you find some of the suggestions from other managers are not workable, follow up and explain why. Consider alternative solutions together. This will deepen trust between you and your colleagues.
Seek out opportunities to put task forces together where your team collaborates with other teams to solve a problem or create something new for your organization. This process serves as both a team-building exercise and a powerful motivator for those serving on the task force.
Finally, whenever possible, spend time outside the office getting to know your peers in leadership as human beings—not just coworkers. When you do this, while also supporting them to do their best work and looking for ways to bring people together, you’ll go a long way toward fulfilling your role as both a manager and a leader.
