I have been reading a lot of content recently that encourages leaders to "go deep" and become experts in team-level details. Two examples: If you don't know the details, how do you know people are doing a good job? People think that great leader's job is to hire people and just empower them to do a good job. Well, how do you know they're doing a good job if you're not in the details?
Very much agree with the point that different times require different feedback loops. Different nature of direction, decisions and context needed across all levels of the org. That said, I think it's additionally important for leaders and team-members themselves to understand their natural inclinations towards "flatter" vs. "abstracted" structures. Many individual traits & biases go into shaping the nature of the relationship you wish to have with your teams or leaders. Self-awareness is key.
Very much agree with the point that different times require different feedback loops. Different nature of direction, decisions and context needed across all levels of the org. That said, I think it's additionally important for leaders and team-members themselves to understand their natural inclinations towards "flatter" vs. "abstracted" structures. Many individual traits & biases go into shaping the nature of the relationship you wish to have with your teams or leaders. Self-awareness is key.
Love those emoji graphics!