Executives

Discover how to be able to perform at your best more often

Providing the right help at the right time for the right reason

Seven reasons why it is lonely at the top!

Despite calls for input, your people require you to have ‘all the answers’
You try to let people take responsibility, yet when they do you get the blame when things go wrong
You know that a shared vision is the right way to move forward, yet you haven’t found a way that actually works
Your executive team is talented, yet for some reason they aren’t as high performing as you know they should be
You know that you have to be long-term focussed, yet the pressure to succeed in the short-term makes a long-term focus seem impossible
‘Managing up’ to your directors is a specific skill set in itself, yet no-one ever taught you how to do it. Relying on learning through practical experience alone can be a dangerous past-time!
When you weren't a CEO or Director, you never really understood what it was like to be in such a role. Now you do and you understand how difficult it is for your team to understand what being in your role is like

How this affects performance

When your team expect you to provide them with the vision, and then complain that they don’t ‘share’ it, performance suffers. When people don’t believe that they ‘share’ a vision, then they don’t make the right decisions at the right time to support the vision. Similarly, when your team expect you to have ‘all the answers’ their thinking and questioning diminishes, leaving the thinking to one person. Again, performance suffers because the world is too complex for one person to do all the thinking. Personality conflicts and territory protection also lead to a diminished performance of your executive team because everyone, including yourself end up focussing on the wrong issues.

A high performing team in action

High performing executive teams truly share in creating and then bringing into reality a desired future for the organisation. They inspire and lead their own teams to do likewise. Conversations are dynamic and the team members leverage each other’s strengths to create an environment that embraces different points of view. Passion and energy are commonplace ensuring that the right decisions are made for the right reasons. The team focuses upon creating a desired future – everything the team does is done within that context.

What you need to do

The first step is the most difficult. You have to acknowledge that you and your team are not performing to your potential. Without taking this first step anything else you decide to do is likely to fail.

Next you have to identify the areas in which you and your team require improvement. Is it your relationship with the Board or governing structure? Is it the dynamics within your executive team? Is it the quality of thinking that is present? Is it the quality of the conversations that are conducted? Is the capacity to create a shared desired future?

Once you have determined the specific areas in which you would like improve you can address each area yourself and facilitate your own improvement. Or, you can engage expert support from outside your organisation to guide you along your journey.

Nine types of expert support for you to choose from

Organisations That Matter can provide the right mix of support for your specific needs. Our support ranges from one on one strategic advice through to providing keynotes speeches.

To get started contact us or call +61 3 8676 0637, join our Online Community, email or sign up for our newsletter.

Level 8/ 350 Collins Street Melbourne, Victoria Australia 3000
Phone : +61 3 8676 0637
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