Wingman Leadership: Building Trust and Providing Actionable Guidance

SEASON 1 - POST 4
Wingman Leadership: Building Trust and Providing Actionable Guidance

Introduction

Welcome back to our ongoing series on Wingman Leadership, my framework for decentralized leadership.

In this article, we delve into two pivotal elements that elevate decentralized leadership from a theoretical concept to a highly effective practice: Cultivating Trust and Offering Tangible Guidance.

Section 1: The Necessity of Trust

The Significance of Trust

Trust is not merely an optional attribute; it's the bedrock of any effective leadership model. According to a study by Harvard Business Publishing, "Trust serves as the cornerstone of successful organizations and is an invaluable asset for leaders." In the absence of trust, even the most meticulously crafted strategies are set up for failure. Trust is a two-way street: leaders must earn the trust of their teams to gain commitment to their vision, and they must also trust their teams to provide honest feedback for informed decision-making. Without this reciprocal trust, leaders risk falling back on an outdated, restrictive command-and-control model.

Building Trust: The Wingman Way

My leadership journey, spanning the cockpit to the corporate office, has taught me that trust is nurtured through three key pillars: honesty, openness, and transparency. These were the core foundations of being a British Officer but also essential components of a successful mission. Being honest about fuel states or letting the leader know if you had lost sight of the target were sometimes uncomfortable truths but it was vital that we shared this information. Here you can also see the interplay between trust and shared understanding, being honest and open about a situation is the only way that it is going to be effectively addressed.

Trust in Action

Trust is an ongoing process that requires continuous effort. It's about living up to your word and consistently delivering on your promises. To build and maintain trust, leaders can take the following actionable steps:

1. Regular Check-ins: I am not a big fan of scheduled one-on-ones but whatever approach you take you need to maintain regular communication with your team.

2. Open Communication: Foster a culture where team members feel comfortable sharing their thoughts and concerns. You will need to build the emotional security to do this over time.

3. Accountability: Take responsibility for your actions and follow through on commitments. Remember, the successes are passed onto your teams and failures rest with you.

Section 2: Providing Actionable Guidance

The Essence of Tangible, Actionable Guidance

Clear guidance is not merely about setting objectives; it's about providing a comprehensive framework that empowers your team to excel. While SMART objectives can help in defining clear goals, they often fall short in providing the full picture. Your team needs more than just an objective; they need context, strategy, resources, and a clear accountability structure.

Practical Application in the Corporate World

To provide truly actionable guidance, leaders should focus on these five key components:

1. Context: Offer a comprehensive overview of the situation, its challenges, and opportunities.

2. Objective: While SMART criteria can help articulate clear goals, they are just the starting point.

3. Strategy: Provide a roadmap for achieving the mission, outlining the steps or tactics involved.

4. Resources: Specify the support and resources available, from budget to manpower.

5. Accountability: Establish a clear reporting and accountability structure to track progress and make necessary adjustments.

For example, to provide actionable guidance to a Head of Operations in a renewable energy company, you could say:

The Benefits of Clear Guidance

If we are going to move away from directing each specific task to our teams (which I hope is the joint aim of anyone reading this), then giving clear guidance instead is vital. The structure outlined above provides the necessary components of that guidance and will allow your teams to operate autonomously, solving problems and issues as they go and in many cases arriving at a better result that originally anticipated. Research also shows that clear guidance not only reduces stress but also minimizes mistakes. As Studer points out, "Clarity enables engagement and drives execution. People like clear boundaries. Vagueness and uncertainty create stress and make mistakes far more likely."

Section 3: Synthesizing Trust and Guidance

The Interplay of Trust and Guidance

Trust and clear guidance are two sides of the same coin. When your team trusts you, they are more likely to follow your guidance. Conversely, providing clear, actionable guidance fosters trust, creating a virtuous cycle that propels your team toward success.

The Symbiosis of Trust and Autonomy

Trust and autonomy are mutually reinforcing. Established trust allows leaders to grant greater autonomy, which in turn allows team members to exercise their judgment and skills, further solidifying trust.

The Role of Feedback in Trust and Guidance

Feedback loops are critical in maintaining the balance between trust and guidance. Regular, constructive feedback not only helps in course correction but also serves as a tangible demonstration of trust.

Conclusion

Wingman Leadership’a approach to decentralized leadership requires the twin pillars of team trust and actionable guidance. Trust serves as the bedrock, enabling leaders to move away from outdated command-and-control models. On the other hand, actionable guidance provides the roadmap for team success, fostering a culture of accountability and autonomy. By synthesizing these elements, Wingman Leadership creates a virtuous cycle that drives both individual and collective performance. The interwoven principles will transform not just your leadership style but also your team's effectiveness.

Further Reading:

1. How Leaders Build Trust | Harvard Business Publishing

2. How and Why Leaders Should Give Clear Guidance

3. 15 Ways For Leaders To Give Guidance Without Micromanaging