Leadership Teams
‘‘I work with leadership teams who want to be more than the sum of their parts.”
Leadership Teams aren’t easy
“97% of senior leaders agree that increasing the top team’s effectiveness would have a positive impact on the organization…
and yet, just 18% of Senior Leaders rate their Leadership Team as “Very Effective”.
The question is, what are most teams missing when it comes to working together?
“It was great to get together with Rob Pyne and the MiQ ANZ leadership team last week to help refine our focus and approach. Thanks Rob for doing an outstanding job helping us to unite, prioritise and get excited about the year ahead!”
-Chris Freel, Chief Revenue Officer, MiQ ANZ
The Leadership Team’s journey
S1. At first, the team is a working group, sharing information and updates from each department
S2. Then you decide to become a proper “Leadership Team”. You go on off-sites and have more meetings. But, you actually become LESS effective as you’re using more time, but people aren’t aligned on what the team is for yet.
At S3, You become a real team by aligning on the team’s Why, Who, How and What.
To get to S4, You need to dial up the processes and accountability to be an Effective Team and deliver on your targets.
And to hit S5, You’ve got to build the capability to transform the organisation’s fortunes in the long run, to make an impact and leave a legacy.
Forming your leadership team
You're in a new leadership role, or you've got a substantially new team. You need to set up your leadership team by answering foundational questions.
Who is in the leadership team, and what value does each person bring?
Why does this team exist? For whom does it create value?
How will the team operate? How will we meet? What will we discuss?
What are the values that we aspire to? What are the minimum standards we expect?
Fixing your leadership team
You feel like your team members are siloed. When you get together as a team, it feels too operational. Some team members are too quiet. The team lacks trust and psychological safety.
When you see these type of issues, you need a reset. Have a pit stop, get off the race track for a day to reset the team.
You need to align on what a good leadership team looks like and what it does. Establish the strengths and weaknesses of this team. And make a plan to evolve how you work together.
We do this with our Leadership Team diagnostic to assess your team vs 40+ other Leadership Teams and identify the core skills for the team to development next.
Annual leadership team coaching
Every year I partner with six organisations across 12 months to support a transformation of their leadership team, strategy and culture. These partnerships are bespoke. They generally include:
a commitment to team coaching with a quarterly team "Pit Stop"
a period of strategy planning
measuring the progress of the leadership team with my team diagnostic
one-on-one coaching for the leader and some of the leadership team
Check out this case study of one of my recent 12 month leadership team partnerships
“Rob has partnered with the Edelman Australia leadership team over 3 years to help us work well as a team, develop our strategy and deliver on our plans. He brings a pragmatic and calm approach which allows us to elevate the conversation and address the most important issues. He has a talent for simplifying the issues leadership teams face, and helped us turn our conversations into tangible and practical outcomes. He helped us elevate team performance, transform our positioning, and re-set the foundations for future growth”
-Tom Robinson, CEO Edelman Australia
