Vowing to throw everyone overboard and start anew or promising to let everyone keep their jobs and maintain the status quo are poor approaches to building a highly effective leadership team. Use the “filter five questions” to support who stays and who leaves the leadership team. It is a pragmatic filiter to improve leadership team performance and organizational results.
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?
Leadership teams can benefit from executive team guardrails, designed to help teams stay safe, become effective and focus on what only they can do.
Once the day gets rolling, it is difficult to get the quiet moments needed to reset our mindfulness, resilience, and well-being. This is why it is ultra important to manage our well-being moments of truth.
Organizational drama, sometimes called the “Best Management Tool Battle” takes place when people fall in love with their tools and miss what is really happening around them.
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.
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.
How do use your muscle, or power, as a leader? To drive immediate action or influence others to act?
You must first help yourself, as instructed by the airlines, before you can help anyone else. When you are part of a leadership team, it is critical that you and your executive team members decide how you are going to help yourselves before you jump in to help others. Executives are confronted from day one with a multitude of problems to solve and opportunities to address. Everyone wants something from senior leaders; this is where many executive teams make the mistake of jumping into their company’s business issues too deeply at the beginning of their team’s evolution.