What is cross-functional leadership? Cross-functional leadership could be defined as the management of a collection of people who come from departments, with different objectives, functions, and skills. In today’s dynamic market, more and more organisations are opting for a model of cross-functional leadership, and away from the traditional siloed approach.
Siloed leadership focuses on a particular department, with its functions, paying little regard to the wider organisational vision. Siloed leadership can often result in poor cross-departmental communications and inefficiencies as a result.
In the modern workplace, following a model of cross-functional leadership, teams are brimming with talent. Cross-functional leadership promotes collaboration, support, and innovation, pushing toward project completion in a fraction of the time of siloed teams.
By truly understanding the intricacies of cross-functional leadership, leaders can reduce the amount of silos by merging or working closer with multiple departments. To remain innovative and competitive companies must take advantage of the combined expertise within. In embracing cross-functional leadership companies attain the agility to navigate the complexities presented by modern industry.
In this blog we look at ten of the skills that a leader must exhibit, or work on, to be proficient when adopting a model of cross-functional leadership.
Navigating the complexities of cross-functional teams
The list below represents some of the more essential skills required of cross-functional leaders.
Effective communication
If communication is one of the key pillars of leadership, imagine its importance for leaders who are bridging the gaps between departments, and managing a multitude of functions. Cross-functional leadership cannot work without a well-organised communication strategy. Clear communication is arguably the most important component of your team's potential success.
Your communication strategy should incorporate regular one-on-ones, preferably conducted face-to-face, as well as consideration for a multitude of digital communication channels.
Clear and ‘to the point’ communication:
- Maintains alignment between collaborating parties.
- Reduces confusion and misunderstandings.
- Ensures that decisions are made efficiently.
With an effective communicative leader at the helm of cross-functional teams morale is increased, as is productivity.
Strategic thinking
Strategic thinking is an important facet of cross-functional leadership. It streamlines the execution of projects by considering the end goal and vision of the organisation. Strategic thinking identifies opportunities and attempts to foresee challenges along the way. A leader who can think strategically is efficient and makes the most of available resources and team skill base.
Empathy and emotional intelligence
With the number of parties collaborating in cross-functional teams, conflict is always a possibility unless measures are put in place to mitigate it. Empathy and emotional intelligence are important in creating an environment where the chance of conflict is minimised. Emotionally intelligent leaders demonstrate an understanding of their team members, building strong relationships. In demonstrating an understanding of each team member’s emotional state, leaders improve morale and create an environment of respect.
Explore other Thomas blogs to read more about emotional intelligence.
Adaptability in changing environments
Leaders must display high degrees of adaptability. If industry is ever-changing then so must we be. Adaptability and flexibility are paramount for cross-functional leaders, to respond to market changes, technological advancements, new laws and government guidelines, and new trends. Leading by example, in displaying high levels of adaptability, the hope is that the team members will follow suit, remaining agile, and ready to achieve goals despite the challenges.
Problem-solving skills
Problem-solving skills are important for cross-functional teams. Effective cross-functional leaders quickly identify the source of problems and cultivate creative solutions to satisfy organisational goals. Creating a culture of problem-solving allows teams to tackle complications and drive the organisation toward success.
Decision making
Fast and efficient decision-making is vital in cross-functional environments, pushing projects along toward completion.
Cross-functional leaders must balance a variety of factors, consider different opinions and priorities, and align with organisational goals. Leaders must be consistent in their decisiveness to inspire confidence in a team.
We have a wealth of articles and resources available for you to learn more about key facets of leadership, such as decision-making.
Influencing and persuasion skills
As a cross-functional leader, you will deal with a multitude of stakeholders with a variety of communication styles, opinions, backgrounds, personality types, and motivations. This can get a little messy. If one of the arguments for cross-functional teams is adaptability and speed, we don’t want to be inhibited by conflicts and stalemates, slowing down proceedings.
This is where influence and persuasion come in. It is the leader that must drive the team, as well as make the final decisions. Successful leaders use their powers of persuasion to find a consensus and path forward toward the desired result. Leaders can influence and persuade through storytelling, providing supporting evidence and data, and building trust.
Project management expertise
Strong project management capabilities are demanded of cross-functional leaders. Leaders are required to plan, delegate, schedule, and monitor projects to completion, making sure that deadlines are met. Leaders should make sure that they keep up to date with modern project management methodologies to limit setbacks in cross-functional projects.
Cultural competency
Cultural competency can be defined as the ability to understand, respect, and engage with people from a variety of cultural backgrounds. Cultural competency promotes inclusivity, across the board, but especially in cross-functional teams. Leaders need to craft an atmosphere where all team members feel valued and open to participate, creating a safe space where the comfort of members facilitates collaboration and therefore creativity and innovation.
Team building and motivation
Cross-functional teams collapse without a focus on team building and the correct motivation. Leaders should build a strong cohesive team through trust, active listening, a nourishment of purpose, and the proposition of advancement. A sense of belonging and purpose must be instilled, to make team members feel truly integrated.
Cultivating cross-functional leadership for organisational success
In a shift towards cross-functional leadership, your organisation should be considerate of skills such as effective communication and strategic thinking. Be adaptable, and in return, you can witness a fully optimised team inspire innovations in the direction of your organisational goals.
Don’t be complacent, keep up to date with new leadership theory and explore developmental opportunities to stay competitive.
Consider the option of employing Thomas's psychometric assessments to help identify your effective leadership skills. Psychometric tests should be part of your continuous improvement plans.
Request a demonstration of our 360-degree feedback assessment to understand more about your technical and behavioural abilities, and identify areas for improvement.
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