In every organization, divisional leaders play pivotal roles in steering their teams and protecting organizational interests. However, when leaders become overly cautious, this protective mindset can lead them into a defensive, almost gatekeeping stance, which might block progress and foster tension. Our latest strategy aims to turn risk-averse leaders into proactive problem-solvers and collaborative change agents.

Often, leaders take on a defensive role to avoid mistakes, protect the organization's reputation, or avoid risks. While the intent behind this approach is often noble, the result can be a more closed-off and confrontational environment. This behavior inadvertently creates barriers, reduces cross-divisional cooperation, and stalls innovation. To break down these walls, the focus must shift from merely “protecting” the organization to actively driving change within it. This is where reframing leadership roles becomes crucial.

Step 1: Shifting from Gatekeepers to Problem Solvers

Encouraging leaders to adopt a problem-solving mindset requires careful guidance and communication. When you sit down with divisional leaders, it helps to highlight that their protective role doesn’t need to disappear; rather, it can expand. For instance, instead of saying “no” to new ideas, they can shape those ideas into better, more viable solutions. Reframing their role this way encourages a mindset of collaboration, positioning leaders as enablers of innovation rather than roadblocks. This shift makes them more approachable, aligns them with broader organizational goals, and ultimately fosters a culture of trust.

Step 2: Encouraging Reflection Through Coaching

A change in mindset isn’t immediate. Asking reflective questions helps leaders become more self-aware and recognize their own potential to affect positive change. For example, by asking, “What challenges do you face in collaborating with other teams, and what might help overcome those?” you open the door to joint problem-solving. Reflective questioning also helps leaders feel heard and understood, making them more likely to engage in dialogue rather than resist it. This method reduces tension and creates psychological safety, an essential element for an inclusive and cooperative workplace.

Step 3: Introducing Collaborative Leadership Development

Once divisional leaders start to see themselves as collaborators, providing leadership development opportunities can cement this new approach. Collaborative workshops that build skills in emotional intelligence, active listening, and negotiation are invaluable. Presenting these as growth opportunities, rather than critiques of their current methods, helps leaders see the value in collaboration. This also allows them to experiment with new leadership styles in a supportive environment, giving them tools to handle challenging conversations and navigate partnerships more effectively.

Step 4: Co-creating an Action Plan for Cross-divisional Collaboration

An actionable, co-created plan bridges the gap between intention and practice. In collaboration with leaders, outline specific goals and projects that require cross-divisional teamwork. This collaborative action plan creates accountability and ensures that each leader feels a sense of ownership over the proposed changes. By working together on this plan, you help them lay out measurable tasks that will foster unity across the organization. An action plan also provides a benchmark to refer to when assessing progress, making it easier to track and celebrate successful outcomes.

Step 5: Conducting Post-project Debriefs

After implementing the first few collaborative efforts, hold debrief meetings to discuss successes and identify areas for improvement. Questions like, “What went well? What could we do differently next time?” create a culture of continuous learning and improvement. This step reinforces accountability and helps solidify collaboration as a sustained practice rather than a one-off project. It’s through these debriefs that leaders can recognize and celebrate their growth, paving the way for even more positive interactions.

Step 6: Celebrating Wins and Recognizing Collaboration

Recognition is a powerful motivator. By publicly acknowledging and celebrating collaborative efforts, you reinforce positive behaviors and highlight the tangible benefits of cross-divisional teamwork. A simple mention in a team meeting or a note in an organizational update about a successful collaboration can set the tone for a culture of teamwork and trust. When leaders see that their collaborative work is celebrated, they’re more likely to continue down this path, and it sets a positive example for others in the organization to follow.

Transforming risk-averse leaders into collaborative change agents doesn’t happen overnight, but with intentional steps and a supportive environment, they can become proactive contributors to the organization’s growth. Empowered, collaborative leaders are better equipped to drive innovation and foster a more inclusive culture across divisions. Ready to transform your team’s approach to leadership and unlock new potential for organizational success?

Keep exploring our website for additional strategies on turning leaders into effective change agents!