They must address transformations which are more complex and time-constrained than ever before, leading by example, with strong alignment, and engaging the rest of the organization around a shared purpose.

The first step towards focusing an entire organization on a single, relevant, and well-understood business strategy is a very strong alignment of the Executive Team. Our experience shows that although top management believes that they are sufficiently aligned, often alignment occurs at a very high, conceptual level, leaving huge margin for divergence in the way each of the members of the Executive Team involve their teams and communicate key organizational messages. Executive Team alignment includes not only alignment on the strategy and business agenda (the “what”), but also a strong personal connection and a shared view of the behaviors and dynamics that they want to embrace and be known for (the “how”).

The Executive Team can also bring its performance to the next level through increased commitment and accountability. In order to do this, it must develop a strong sense of responsibility, proactivity, and protagonism with regards to the change process. And it must acquire the capabilities, skills, and knowledge to deliver exceptional results.

In this context, enhancing the alignment and effectiveness of Executive Teams is usually required in situations such as:

• Landing of a new CEO.
• Changes in Executive Team composition.
• Need to renew team’s energy and motivation, towards a bold ambition.
• Need to develop mutual trust, enhance personal connections, and make team commitments.
• Desire to co-create or align around a new strategy.
• Need to develop a sense of urgency.
• Periodic need to re-align and reconnect as a team.

Alignment
Developing a shared understanding of the “what” and the “how”:

• Definition of the company’s purpose with transcendent meaning, as a motivating and unifying element.
• Common understanding of vision, business mandate, and implications
• Agreement on values and behaviors, and identification of potential barriers to put them into practice.
• Fine-tuning and clarification of key elements of the desired operating model, strategy, and organization.
• Development and deepening of a shared business road map.

   

Commitment
Creating and enforcing the agreements needed to bring the team into action:

• Identification and tangibilization of specific implications of the strategy/business mandate.    
• Verbalization of individual and team commitments.
• Development of trust and respect.
• Creation of team identity (emotional bonds, illusion, and motivation).
• Generation of enthusiasm, passion and energy.
• Ownership of the change process and consciousness of the team effort that it requires.
• Agreement of individual and collective roles and responsibilities.
   

Accountability
Preparing the team to deliver exceptional results:

• Responsibility, proactivity, and protagonism in the change process.
• Creation of a culture of conversation and feedback.
• Commitment to quality and high performance.
• Creation of a sense of urgency.

Our solutions build on our leadership foundations concerning both the self and the team:

• Knowing and leading self is the starting point for leading others; authentic leadership comes from the inside out.
• Developing authentic, conscious, and inspirational leaders is the foundation for building the organization’s identity and moving the company towards the future.
• Leading teams effectively requires creating a shared sense of purpose and common ambition, opening the space to have crucial conversations, reinforcing trust and respect, generating enthusiasm and passion, and driving commitment to achieve business results.

Executive Team Diagnostic

• How is your team performing and which are the gaps to work on.
• Benefits of a High-Performing Team (HPT).
• Feedback to the Top Executive about the team’s perception on his/her leadership style.

Team Effectiveness Workshops

• Team Effectiveness Workshops are experiential and interactive sessions which combine: Plenary discussions, Small groups, Duos-trios, and Individual reflection.
• Our workshops balance dynamics about the “how” (e.g. leadership principles, characteristics of a high-performance team, purpose, behaviors, and agreements…) and the “what” (e.g. key elements of the strategy, operating model to be implemented…).
• Our workshops integrate elements of self-leadership, team management, and strategic alignment.
• They are designed to generate deep reflections and meaningful conversations, with well thought-through agendas that walk participants through their own story, e.g.: Where do we come from? What do we want to achieve? How will we do it? What are the obstacles? What’s our action plan?
• They draw from a wide set of collaborative team dynamics, such as: World Café, Learning Sessions, Gallery Walk.
• Delivery is conducted by a team of leadership facilitators and strategy consultants.

   

Executive Coaching

• Executive Coaching supports the development of individual and group leadership. It helps leaders in the execution of their priorities, while advancing their professional development goals. Coaching programs are tailored to the unique needs of each team and each leader.

• We have a global team of senior coaches who are trained and experienced in our own coaching methodologies focused on leadership development, are graduated from recognized institutions, are certified in top-notch assessment tools, and have previous management experience in senior leadership positions.