This time of year there’s always a lot of activity around performance and goals. So why not take a moment to assess your executive team’s ability to effectively come together and collectively provide solutions.
Lack of teamwork at the top creates collateral damage.
Like the strength meter of your password on a website, you can test the strength of your executive team’s leadership alignment using the scale below. The closer to green, the closer your company is to being adequately prepared to accomplish your goals (or get stuff done).
Where are you on the River Leadership Alignment Strength Meter©?
|Nominal||Subjective Reflection||Administrative Compliance||Standard Procedure||Value Enhancing||Equity Building|
|Leaders publicly disagree about the strategy.
Fighting for resource allocation can get ugly.
Leaders’ behavior focused on promoting self and/or department.
|Some alignment on the strategy.
But, leaders publicly disagree about priorities
At the executive team, topics are avoided because “too hard to resolve.”
|Strategic alignment good.
Some leaders don’t want to play nice, though.Special interests win out over the logic of the strategy.
Executive team is not well designed or well built, so is unable to make effective decisions.
|No public disagreements among leadership. Strategy not questioned
Leaders contribute to the organization beyond their own function or department.
Executive team working well.
|Leaders seen as great role models of the culture, by their behavior
They collaborate where necessary for the greater good of the organization.
Leadership events create a sense of purpose and direction.
|A clear strategic story that all leaders are committed to.
Leaders take personal responsibility for all decisions, even if not their first choice.
Executive team well-regarded by employees as effective decision-making body.
An aligned leadership team exists when there are no gaps between them.
It is the role of the CEO to ensure the leadership group is as one. This group is your most visible leadership forum.