How critical it is for SME’s to develop a second line of leadership



As the team size of SMEs increases, it adds more hardships and critical functions to be managed for the life of the business owner or the leaders. Then comes the time for the current leaders to think about extending the SME’s leadership aura and that add the second line to their employee portfolio.

Statistics already prove that having a second line of leadership increases overall revenue generation. But, this is not the only reason behind the need to have the same.

Why is it essential to have the second line of leadership?

Leadership is essential for all SMEs, and leadership transition is widely essential and common. Second-line leaders are critical for the overall performance of an organization as they can effectively direct and motivate the staff.

With changing time and workflow of organizations, it is essential to get a second line of leadership. However, due to the inherent power dynamics of the role, it is also more challenging. As the team grows, you cannot solely handle all the issues, suggestions, grievances, and feedback of all staff members, and that is where the need for second-line leaders thrives more.


Values to look for in the second liners:

Well! Leadership is somewhat compact. It involves various facets: esteem, practice, heartfelt strength, soul skills, discipline, foresight, momentum, timing — and the list continues. Genuinely, there are three essential qualities each leader must possess, which are as follows:

  1. An intellectual approach to a strong leader;
  2. Absolute enthusiasm;
  3. A faithful promise to motivate others.

The thing that matters most is whatever you do day by day, across the prolonged haul. While considering coaching the executives and second-line leaders, the main focus is on the routine of a leader, which informs whether the candidate will be a successful leader. Encouraging them is essential to influence them because this is the approach where all the outcomes improve.

Role of senior leadership for second-in-line leaders:

The Superior Leader might start taking the change from Position to Permission to help approve second-in-line leaders. Whenever second-in-line leaders are cared for, feel liked, included, valued, and trusted, they soon operate with their senior leaders and others. Finally, this cooperates the entire working atmosphere. The age-old line predicts- people move along with leaders they get along with. So, it would be helpful for senior leaders to develop an atmosphere and participate with second-in-line leaders.

Things to help you develop the second line of leadership:

Build a complementary team

It is mandatory to get assured that you have a companion team that promotes your vision. It won’t matter to have people of equal strengths and ingesting the identical kind of things.

Many skillsets come together to administer business challenges, so it is essential to hold a companion set of people and people who like and promote the same vision.


Effectively delegating

  • Define Roles:Divide the responsibilities among all. Everyone must identify where the buck pauses and something specific they’re qualified to do.
  • Instill Accountability:Recognize Key Results Areas (KRAs) and Key Performance Indicators (KPIs) for every area. Keep monitoring and regulating them. Develop benchmarks about what super excellent performance views like. Organize a weekly meeting where these numbers are analyzed and arrange plans to operate them forward. So, it becomes evident if someone is performing a good job or not. Performance and identification of achievements are chief motivators of human performance. Analyze all the skills of your team and identify what will be demanded of them to succeed. Build some training structure to upgrade the skills of the team to succeed.
  • Enabling your team to do day–to–day administration:Assuredly, it might be troublesome for entrepreneurs to enable their team to exercise charge and secure the day-to-day administration.


Treating the team members as the partners

Lastly, the final thing is to study to tackle your SLoM as co-workers. Identify some paths in which you can include them in important decisions, so they feel like a part of the team.

Is there some way you can involve them in critical strategic decisions to feel part of the group? Likewise, recognize other things: is there any approach in which you’re qualified to help them capture ownership? All these can be in the duration of employee stock options or profit-sharing. If all the members work well, their firm increases, the value rises, and the profits also improve.


Looking for the leaders already available with you

Meanwhile, your team is so large that you need help quickly. The situation becomes more dangerous as time flies by and things grow, and if your team doesn’t progress further.

The most apparent clarification is to recognize and promote from within your team: they are known with your culture, how the team works, and your expectations.

Promoting from your team is a strong move and a confident signal. Whomever you raise is a sign to your team that you compensate; they’re making a new title, new power, and new efficiencies.


Have a one-on-one communication

You own a new role where you get problems from other people to solve. Not getting a plan to get guidance and help from your manager makes you feel disappointed and striving. The saddest thing, all the issues hit everyone on your team, so it intensifies.

Became the leader who encourages their new supervisor so they’re not stretched out to air-dry. Moreover, if your manager doesn’t have a one-on-one with you, don’t leave any excuse to lose to support your new managers. Register the meetings and think about giving them more time to get satisfied in their new role.



With the enforcement of the second line of leadership, you can scale yourself as your business. This is also effective in helping your team get all the support and assistance whenever required for any reason.

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