Every team has people.
But most executive teams struggle to get the right people in the right roles.
As we discussed last week in The Discipline of Purpose, clarity of purpose is a prerequisite to building a high-performance executive team.
Once the purpose is clear, you must apply The Discipline of Design. Answering a few questions can accelerate the process:
- What are the skills, strengths, and experiences required to accomplish your executive team’s unique purpose?
- What are the skills, strengths, and experiences of the existing executive team? What are your gaps? How can you close them?
- What roles are required? Which executives are best positioned to fill those roles? (Note: these roles do not have to be linked to the executive’s title. For example, if the CFO is the person with the most experience with employee engagement, perhaps they should lead that initiative, not the VP of HR.)
Of course, there are many other questions that impact the design of the executive team. The key point is that great executive teams don’t just happen. They are designed.
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