A human resource executive shared that he had recently met with his company’s senior team, in an effort to support their growth and development.
The executive team claimed they did not have any development needs or weaknesses, what they wanted was for the human resources group to help them address some points of interest.
There’s a big difference between settling for what you want instead of challenging yourself to get what you need to succeed.
Executive teams often know what they want, yet miss opportunities to transform themselves and their business because they are unwilling to address what they need.
Here are six questions executive teams (or people that support them) can use to get at what they need to play at their best, rather than settling for what is comfortable or what they want.
1-How well do the behaviors in our leadership team excite and engage people in our organization?
2-To what degree do we, as a leadership team, collaborate and support each other in such a way that it sets a positive example for others in our company?
3-Why is our executive meeting (or not) the most effective meetings in our company?
4-How does the effort and example shown in our executive team demonstrate that our strategy is clear and emotionally compelling?
5-Can we say that high performance and exceptional results in our business is directly linked to the effectiveness of our leadership team?
6-To what degree can we say that our executive team is playing at its best?
How well does your executive team ask the uncomfortable questions that help them identify and manage their problems at the top?
Image by Roman Kuhn @ www.romankuhn.com