The management of an organization is often determined by the style of one person: the executive director. Research shows that up to 45% of variations in company performance are related to the executive director's work, while up to 70% of variations in employee engagement are linked to the decisions of managers and leaders. This means that a wrong leadership approach quickly affects the entire organization.
The essence of the problem
When the executive director's style becomes too rigid or unconstructive, it is primarily the talents, innovation, and psychological safety within the team that suffer. However, often only the numbers—revenues and growth—remain in the focus of attention from advisors and investors. In such conditions, middle and senior managers face a complex problem: how to protect the team and maintain business stability when the executive director's behavior is difficult to change.
Practical approaches
We present five strategies that can help leaders work effectively with a complex executive director and maintain their influence:
1. Manage with intention
Speak the language of the executive director's priorities. If rapid growth and investor confidence are paramount for them, frame your proposals from that perspective. Use concise and structured formats (e.g., SCR: situation-complication-resolution) so that issues do not sound like obstacles but as potential solutions.
2. Establish agreements on communication and roles
Uncertainty undermines team work. It is effective to clarify who makes the final decision, who is responsible, and who needs to be simply informed. This reduces micromanagement and speeds up processes.
3. Amplify external voices
Executive directors may ignore internal opinions, but they often listen to customers, investors, or the board of directors. Link your proposals to feedback from those sources; they become more persuasive.
4. Build a coalition with peers
A united team is much more influential than a single individual voice. Align with colleagues, agree on priorities in advance, and present joint solutions. This allows you to move beyond personal conflicts and focus on the overall benefit of the organization.
5. Apply strategic patience
Changes do not happen overnight. Start with small steps—clarifying roles, implementing new mechanisms, highlighting successful experiences. At the same time, work on shaping long-term values, such as collaboration or inclusivity. This layered approach allows you to combine short-term progress with long-term impact.
