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.
It only makes sense that if you add new priorities to this year’s strategic agenda, you need conversations about what you are going to say no to. If you don’t, soon you’ll find yourself in the situation with too many priorities or that everything is a priority. Of course, this means nothing is a priority. How do you ensure that you do not overstuff your “strategy closet”?
Operational expertise, strategic thinking, and working with others are valued assets in the leadership team,yet when executives play to their strengths too strongly and resist the call to become a balanced player, executive teams struggle. How do you encourage your leaders to expand beyond their strengths to become balanced players?
You can do many things this year. Many will keep you busy and maintain the status quo. Other actions will serve as a catalyst and contribute to the highest vision you have for yourself and your business. Keep your focus at the crossroads.
If win-win is your default function, and you continue to push win-win negotiation practices when the other party is looking only to do the best deal for themself, you will get slaughtered on the negotiation table.
Paying attention to what the other party does, not only what they say, helps you determine whether or not you have a win-win opportunity in front of you.
Intellectual integrity is the ability to see the world as it is, not as you want it to be. This means not doing what you WANT to do, but rather what NEEDS to be done, serving the interests of your organization first.
For action oriented, results-driven executives, it is very easy to jump into business issues too deeply and overlook what is happening in the leadership team. How does the oxygen mask rule lead to better performance in your leadership team?
Is your executive meeting the best meeting in the company? If it is not, do not rest until you have a plan in place to make it the “gold standard meeting”, one that sets an example for every meeting in your organization.
What leadership types are present in your executive team? How do you ensure that your leadership team is comprised of balanced players, and not functional fanatics, committe comrades or operational addicts that hurt you as a team that aspires to play at its best?
We must not sit on the back of old habits and patterns. How are you ensuring that you are riding after the right things this year?