How well is your management team performing?

How well is your management team performing?

If you as a management team aren’t able to interact in a genuine and open way, don’t expect your employees to do so.

This year I guided several companies in employee engagement. In this and following
blog posts I’ll share you my insights.

If you want to avoid that the results of your engagement surveys end up as useless data, start working on this:

Blog 1: Define engagement in an holistic way
Blog 2: Commit emotionally as a management team
This blog: A good management team = TRUST

A good
management team

You can’t want your organization to be solid and engaging if your management team isn’t.

If you don’t feel your management team is a dream team, a team you are proud to be part of, a team that is committed and mission driven, don’t expect the people in your company to feel part of such an organization.

  • – Are there tensions within the management team?
  • – Are there “everybody – knows – it – but – nobody – dares – to – speak – about -it” moments?
  • – Are there small irritations?
  • – Are there conversations you avoid?
  • – Are there things you’d like to see different?

If you don’t get the “irritations/allergies/disappointments” out in the open within your team, they will surely affect your employees. People sense these things from a mile away. You can’t fool them by pretending.

It’s of the highest importance that you find a way to communicate about these tensions in a respectful way. Get your ego, your pride or your fears out of the way and talk. From human to human.

Remember if you don’t like and trust each other, if you do not collaborate well as a management team, don’t expect your people to do so.

Are you prepared to take risks to gain trust within your management team?

Take the free SELF TEST on Personal Leadership skills to find out!

Free SELF TEST Personal Leadership Skills

I developed “The Road to TRANSFORMATION” to help you reinforce your management team and as a result increase employee engagement. A clear action plan towards a sustainable engagement culture.

If you enjoyed this post, I’d be very grateful if you’d help it spread by emailing it to a friend, or sharing it on Twitter, Linkedin or Facebook. Thank you!

So grateful to have shared this with you!

Live on purpose,


P.S.: On the 17th of February I’m giving a workshop on employee engagement with Martine Tempels, Senior VP Telenet for Business. For more info and registration click here.

P.S.: Leadership Road to Freedom open training on the 30th of March. For more info and registration click here.

Ann Baeke

Natural Leadership wants to help people, teams and organizations with their self-realization in an authentic and effective way. Self – realization brings freedom. People will feel happier and energized. Their performance increases. 

I put the mission of Natural Leadership –  finding self – realization and the freedom to unlock your full potential – to work by doing two things:

  • First helping leaders in strengthening their personal leadership.
  • Second helping teams and organizations in creating a culture of engagement.

Both reinforce each other and transform people and organizations. Result: Increase in well – being, profit and growth.




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