More than the sum of parts

In many cases, integrating a group of diverse, highly competent and experienced leaders into a real team – often on an international level – is a challenge. Changes in team context or composition, new objectives or drawbacks can put further stress on team performance. The price an organization has to pay for dysfunctional team work at the top is high: delayed decisions, inefficiencies, demotivating cultural impact, (emotionally) escalating conflicts or “power games” and many more

Really understanding the dynamics is key to success. In many cases a careful analysis reveals leadership issues as a major cause for poor team functionality. Are targets clearly set and communicated? Does the leader take decisions, set appropriate limits and initiate consequent action? Is he/she entangled with old personal loyalties or hindered by own legacies? Is he/she acting as a role model?

In these cases, a “classical” team development process will not be successful as the executive leader and his/her development issues need to be taken in focus first.

In other situations, team dynamics are a consequence of a lack of mutual trust. Teams where members trust each other usually are capable to resolve most issues by themselves. Trust building exercises may therefor be valuable investments, especially with newly formed teams.

Supporting you in understanding your executive team dynamics and developing a team culture of efficiency, effectiveness and motivation/fun would be my pleasure.