No man is an island...and the greatest CEO in the world still needs a team. Do you have the right people on the bus?
“Effective leadership is not about making speeches or being liked; leadership is defined by results not attributes.”
PERFORMANCE MANAGEMENT
Performance management at the senior executive level is the most critical feedback loop you can provide.
Why? The answer may not be entirely intuitive. It's because you're setting the example.
You're building the culture, consciously or unconsciously, that will drive your team's success or failure.
Perhaps you have a division that is underperforming. No matter how many resources you provide, this group just can't seem to get it together. Where should you look first? Their leader.
Most of us are risk averse by nature. And it's tempting, and all too easy, to stick with the employee you have rather than bring in a newcomer to the position. But before you do, consider the ripple effect of retaining and promoting marginal performers vs. replacing them.
The messages you send by allowing managers and executives to underperform — and stay with the organization — will undermine your company's financial performance. Guaranteed.
A chain is only as strong as its weakest link.
We'll help you evaluate and assess your performance management system and ensure you have the feedback tools you need at the senior leadership level — the most important level of all.
ASSESSMENT MODELS
We're a fan of the Myers-Briggs Type Indicator (MBTI) for understanding how people thrive.
Why? Because decades of research has shown that when people have jobs that are in alignment with their personality type they are happier, more satisfied, more productive and more successful.
Our team-building experience has validated this first-hand, over and over again.
If you want to build a winning leadership team, you need people who are thriving in their specific role with your company.
You should understand there are multiple proxies and processes for assessing personality type and we're committed to finding the right one for your team and your organization.
SUCCESSION PLANNING
You've had a good run. You're thinking about stepping down. How will you know when you're ready to hand over the reins?
Leadership transitions are challenging at best...full of uncertainty for your team and other stakeholders.
You want your legacy to continue and the company to flourish. No one wants to look behind them and watch a train wreck.
To preserve value, it's important to ensure as smooth a transition and as few interruptions as possible, for everyone involved.
We can help you identify and assess executive candidates and prepare the organization for a new leader — i's dotted and t's crossed.
“Greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice, and discipline.”
“When you’re struggling with a difficult decision about your team, it usually comes down to short term pain vs. long term pain. Take your choice.”
“...two critical truths have become clear to me. First, genuine teamwork in most organizations remains as elusive as it has ever been. Second, organizations fail to achieve teamwork because they unknowingly fall prey to five natural but dangerous pitfalls, which I call the five dysfunctions of a team.”
“Letting the wrong people hang around is unfair to all the right people, as they inevitably find themselves compensating for the inadequacies of the wrong people. Worse, it can drive away the best people. Strong performers are intrinsically motivated by performance, and when they see their efforts impeded by carrying extra weight, they eventually become frustrated.”
“Our fatigue is often not caused by work, but by worry, frustration and resentment.”
“The single greatest advantage any company can achieve is organizational health. Yet it is ignored by most leaders even though it is simple, free, and available to anyone who wants it.”
