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.
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.
Executive team resistance prevents senior leadership teams from changing, improving and setting the example for the rest of the organization. Learn how to spot the six signs of executive team resistance.
Understanding what is essential and having the courage to act on it is what separates true leaders from clones in the crowd.
Have the constraints of restricted business travel, fewer or no face-to-face customer meetings, and home office isolation prevented you and your organization from achieving your goals?
Addressing dirty work isn’t about pointing out blame, it’s about claiming it, naming it as dirty work and then setting out to clean it up.
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 the executive team.