Culture-First: The Mentoring Leadership Model
Transforming Culture: From Blame to Collaboration
This is a call to courage for all leaders: Embrace your unique responsibilities and the significant impact of your actions. Remember, you are human—acknowledge your flaws and actively work to improve them.
Adrian, who made many mistakes.
Introduction: A Tense Foundation
In the fast-paced world of tech startups, the pressure to deliver can often lead to a toxic culture. As a seasoned CTO and mentor, I've witnessed first-hand the detrimental effects of a leadership style that prioritizes results over people.
Or shall I say, I messed it up first-hand? 🙈
Picture this: a bustling office buzzing with the constant chatter of keyboards, yet suffocated by an air of tension. Here, the mantra was "Do not fail," and every error resulted in finger-pointing sessions. Micromanagement was the norm, and loyalty was as scarce as a bug-free launch day.
This approach not only stifled creativity but also bred resentment. Team members felt undervalued and fearful, often working in silos, which only amplified the lack of trust and collaboration.
• Part 1: The Challenge of the Dominant Team Culture
• Part 2: The Three Pillars of Developer Maturity
• Part 3: Human-First: Why Culture Trumps Technology
• Part 4: The Mentorship Model: Leadership and Loyalty
• Part 5: Bridging the Gap Between Business and Development
Apex: The Breaking Point
The true test of our flawed culture came during a high-stakes project that was critical for our company’s future. As deadlines loomed, the team’s spirit and health deteriorated. Several key members fell ill due to stress, and the project's progress staggered.
Performance plummeted as the team fractured into cliques, creating an us-versus-them scenario with management. The senior developers were forced into heroics, pulling all-nighters to patch the myriad issues our juniors couldn't handle.
It was clear: our ship was sinking, and unless drastic changes were made, we would hit rock bottom. It’s one of the moments in which leadership should finally accept their personal mistakes and wish for a change.
Unfortunately, this isn’t the case for every organization.
🤔 What to do when the ship is sinking while it is supposed to set sail for the first time?
A Transformative Shift
It’s hard, even very hard, to change something with the very same people who cause the current situation. Yet, you cannot and should not think about exchanging people in order to get it right.
Instead, it’s time for a turning point, a moment of change, a new source of hope and intrinsic motivation. But how?
I personally was in the leadership position as CTO and employer, and I waited way too long to seek help from outside.
It’s hard to admit that you have messed up.
Oh, it’s embarrassing to admit failure on such a level. It hurts. There are so many reasons to find ways around it. Your credibility and that of everybody on the team in this special moment make it extremely hard to change. We lost credibility in ourselves.
This is my personal “All-is-lost-moment”. At least it felt like that.
To open yourself to others, sitting down and telling an experienced and seasoned mentor is crucial to rebuilding credibility.
By confessing to others, something changes in your mindset; you suddenly focus on what’s in front of you since you offloaded your real burden, which feds your Resistance: Shame, Pride, & Infallibility. Without those on your mind blocking you, you can move forward again.
Your people will notice; you start to treat things differently and people with more respect again. Suddenly, you don’t look for the guilty person anymore. Instead, you highlight the positive achievements a person made to improve.
The very first steps of change.
Admitting failure and asking for help is the first step; don’t fool yourself by listening to this little voice in your head telling you that BS: “Others were responsible.” – don’t fool yourself here. Change starts with yourself.
It’s just the same voice that brought you into the situation you are in right now: It’s the voice of your ego.
A mentor who has been through all this will help you understand what is going on in you, your people, and the culture around you.
Never forget the following:
You are not special or unique; this kind of problem is based on human nature, and the result when we aren’t aware of our inner Resistance, especially when:
Budget is low
Deadlines are tight
Business pressure is high
Tension is constantly growing
Heroics and All-nighters are the default shifts.
The shortest way out of there is to open yourself to others and start to work on these problems; become aware of your personal ego and disconnect from it. Turn professional and see your company's journey uninfluenced by your own personal feelings.
It’s not about you; it’s about everyone in the company's mission.
Conclusion: The Recognition
The turning point came through the intervention of an external mentor who held a mirror to our practices. This wake-up call was harsh but necessary. Inspired by his insights, I shifted from being a boss to a mentor, recognizing that true leadership means fostering growth and learning.
We restructured our approach to focus on every team member, not just the seniors. "Blameless culture" became our new creed. Mistakes were no longer taboo; they were opportunities for learning and collective improvement.
This shift not only salvaged the project but also reinvigorated our team. By the project's end, our juniors were more competent, and the seniors felt more supported, knowing their efforts were genuinely impactful.
🍀 But it all started with me to become bad, so it needs to start with me again to become better.
This is a call to courage for all leaders: Embrace your unique responsibilities and the significant impact of your actions. Remember, you are human—acknowledge your flaws and actively work to improve them.
Takeaways for Sustainable Leadership
Responsibility and Ownership: Embrace your role fully, understanding that your actions contribute significantly to the organization's health.
Avoid Finger-Pointing: Create a nurturing environment where mistakes are seen as growth opportunities, not failings.
Continuous Improvement: Regular self-assessment and team feedback sessions are crucial. Ask if you are contributing positively and reliably.
Effective Communication: Maintain open lines of communication. Clear, frequent interactions prevent issues and build trust.
Teamwork and Mentoring: Lead by example. Mentorship is about elevating others through your actions and support.
Earn Trust through Actions: Consistency in your behavior earns trust and respect from your team, making you a true leader.
Contribute Beyond Work: Extend your positive impact beyond the office. Engage with and contribute to your community and peers.
Keep on reading:
Thanks for reading! Have a nice Sunday.
Adrian
Seeking guidance? Whether it's a collaborative journey for your team or a personalized 1-on-1 mentoring experience, I'm here to help. Reach out, and let's find the perfect fit for you.