If you or any other senior executive, complain that they don’t get the buy-in they expect from their executive team or are concerned that they don’t get constructive push back from their executive colleagues, it could be an opportunity to look at how well “the ball” is being shared in…
When team conversations and discussions become too internally oriented, they are focusing on what I call artificial challenges. Teams that have an outward-bound orientation (customers, new opportunities in the marketplace) focus on natural challenges, outside the business.
A setback is an important sign that we are in a “learning zone”. If you are not experiencing setbacks, chances are you have wrapped yourself up too tightly in the comfort zone. Do not let setbacks keep you down, instead use the S.A.C.R.E.D. frame to help you move through them.
To lose one's head means to become confused or overly emotional about someone or something. Studies show that when we lost our head (temper) we are less likely to see another person’s perspective and this hurts our ability to build respectful relationships – risky for leaders and professionals at all…
Strategy that focuses on helping customers, creating value, or enabling people do something better or different than they did it before, is a solid foundation for an emotionally compelling strategy.
Leadership teams fall short of their strategic ambitions, in many instances, because they settle for strategy authorship, rather than strategic ownership. Just because a leadership team has created strategy (authorship) does not mean they and the organization own it.
How do use your muscle, or power, as a leader? To drive immediate action or influence others to act?
Fractional leadership practices emerge when leadership teams don’t play at their best. This, in turn, prevents the entire organization from playing at its best, and can lead to disappointing company results. Here are early signs of fractional leadership in the making:
Only one out of five executives believe they are part of a high-performance leadership team. Seven out of ten leaders do not feel they get any real value from the leadership team they are a part of. Something is missing.
There are many reasons to create an ownership culture in your organization. There is no reason to start this anywhere except in the executive team.