Executive teams often know what they want. yet miss opportunities to transform themselves and their business because they are unwilling to address what the 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.
When you label yourself, others, or situations around you, you stop seeing opportunities for growth and lock yourself into a limiting belief. Live life beyond the label.
Teams that spend too much time on artificial challenges do not perform as well as those that focus on natural challenges. Keep your eyes and your ears on the artificial – natural challenges balance in your team.
If you see things in your business that are not running as they could be, chances are there are some executives running red lights in the senior team.
How well does your leadership team encourage others to share their struggle publicly, so you and others can provide the appropriate support for innovative solutions?
When we protect or hoard old habits, business practices or obsolete programs, it prevents us from reaching out and taking hold of something new, more satisfying, and more valuable.
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.
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.
What’s needed to break the rat race of busy but not bold, routine reporting and status quo results? When will someone say stop; there is another way we can lead ourselves, this team, and our business?