As an HR executive, you know when your executive team needs help.
The team does not communicate well
Conflicts arise and productivity suffers. Members have different individual styles of problem-solving but lack awareness that their styles are different. Team awareness/cohesion is lacking. Morale suffers and the bad feelings trickle down.
We can fix this. Working together, we will:
develop style awareness through tools and practice
get agreement on common values
create a sense of team appreciation
As a result, your team will work better as a team, and relationships (in the team) will become smoother. There will be less complaining and more team spirit.
Team members have varying levels of experience
It is common, especially in young companies, to have varying expertise among the members of the executive teams. Some will lack fundamentals; all will have gaps.
This can cause inconsistent management across teams, with the direct reports of some leaders not getting the support they deserve. A lack of a common culture and approach can exacerbate this inconsitency.
We will work together to level up skills, provide tools and practice, method and vocabulary, and improve team awareness.
The team will have higher overall expertise, a more consistent culture, and a common direction. Direct reports will have better management and better satisfaction.
No team identity or values
Many executive teams begin as a collection of individuals without any sense of team identity or team awareness.
Team members are sometimes at odds due to differing goals
There is less motivation to help each other than in a real team
The team strength and productivity are well below what they could be
The general situation is almost wicounter-productive.
Working together we will come to agreement on common values and mission; define the team identity, come to a sense of team appreciation.
With everybody pulling the same direction, the team will become much more efficient. There will be improved colleague appreciation, a sense of belonging, and more satisfaction.
A team member needs performance improvement
Sometimes a particular leader's domain expertise is overshadowed by performance issues. This individual might for example possess valuable knowledge and connections while underperforming as a team leader.
Such a situation will be visible to the company. The morale of this person's direct reports will suffer; conflict in the team itself may result; the team and the company are losing out on the full contribution that this person could make.
Working together we will get clarity on the performance issues, identifying problematic behaviors and blind spots. We will use several data-gathering strategies, including 360° reviews, shadowing, and …
You will find that your senior leader is much closer to realizing his maximum potential. There will be less conflict, and higher morale. You will be able to retain this key person and move on to other challenges.