We hope you enjoy these insights drawn from our 10 year journey!!
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Great leadership teams have confidence in their ability to get back in sync after inevitable periods of challenge and dysfunction.
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The most effective form of feedback is what Marshall Goldsmith calls 'feedforward' where the individual providing feedback is helping to establish or reestablish expectations for the future.
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Leadership teams that embody the force multiplier concept have a few common characteristics – complimentary skills, common purpose and shared behaviors.
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Leadership teams that embody the force multiplier concept have a few common characteristics – complimentary skills, common purpose and shared behaviors.
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Consistency was a key attribute in Washington National’s journey to winning the World Series!
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Most leadership teams we work with have a good sense of where they need to take their organizations and work hard to shape the necessary plans and take the necessary actions to realize their visions. Some have a fairly informal approach while others are extremely disciplined about setting goals and tracking progress. Regardless of approach most leadership teams recognize that achieving tangible business results – growth, shareholder value, fund raising, legislative success, service - is critical.
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Assumptions play an important role in how great leadership teams operate. They help teams make quick decisions, make things happen and waste less time. But they are also fraught with risk. To guard against this risk great leadership teams proactively understand the power and challenges of their diversity, they are curious when their teammates behavior seems odd, and they are patient and forgiving with their teammates.
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Dynamic systems are complex which explains why it is such hard work to evolve a group of individual executives to an integrated body that leverages their unique talents and experience for the benefit of the organization they serve.
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Leadership teams set the tone for their organizations – if they are resilient, laser focused on results, debate and challenge each other well, and learn from each other, the rest of the organization is much more likely to behave in a similar fashion.
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Leadership teams set the tone for their organizations – if they are resilient, laser focused on results, debate and challenge each other well, and learn from each other, the rest of the organization is much more likely to behave in a similar fashion.
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It is pretty obvious that lack of clarity can wreak havoc on a leadership team - team members and departments duplicating efforts or working at cross purposes and growing frustration that often chips away at trust. Here's an approach for increasing clarity on your leadership team.
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Collaboration is one of those 'obvious' things that leadership teams are supposed to be good at. Unfortunately, many struggle to find an optimal balance between working independently and working collaboratively.
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Building a great leadership is hard work which is made even harder when teams and individual team members struggle to move on from past toxic experiences.
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A recent Center for Creative Leadership study revealed that only 18% of senior executives rated their teams as ‘very effective’ while 97% ‘agreed’ that increased effectiveness would have a positive impact on their organizations.
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A critically important character trait for leading in today’s complex, information rich environment is humility. Those CEOs who can balance using their talents, ambition and experience with a true sense of reliance on others will naturally create environments where productive dialogue can thrive.
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There is little dispute that great leadership teams are the cornerstones to the success of growing organizations. So why is it that many leadership teams are dysfunctional at best and sometimes even become detractors to an organization’s success.
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There is little dispute that great leadership teams are the cornerstones to the success of growing organizations. So why is it that many leadership teams are dysfunctional at best and sometimes even become detractors to an organization’s success. Many CEOs assume that assembling a group of talented managers will result in a highly-functional senior team. Unfortunately, it’s not that simple - building a truly great team requires attention to detail and hard work; skills that help leaders solve important technical and business challenges but that aren’t often used to build great teams.
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There is little dispute that great leadership teams are the cornerstones to the success of growing organizations. So why is it that many leadership teams are dysfunctional at best and sometimes even become detractors to an organization’s success. Many CEOs assume that assembling a group of talented managers will result in a highly-functional senior team. Unfortunately, it’s not that simple - building a truly great team requires attention to detail and hard work; skills that help leaders solve important technical and business challenges but that aren’t often used to build great teams.
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Great leadership teams are critical to an organization’s success and trust is the fuel that helps to make leadership teams thrive. Reinforcing this point are the findings from Google’s seminal study[i]on what makes a great team at Google – “individuals on teams with high trust bring in more revenue, are less likely to leave Google, are more likely to harness the power of diverse ideas from their teammates and are rated as effective twice as often by executives.” Paul Santagata, Head of Industry at Google, puts it simply - “There is no team without trust.”
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