Your leadership team may have talented, experienced people. But are they functioning as an effective leadership team?
Individual competence doesn’t automatically produce collective excellence.
Consider a few questions:
Does everyone share a clear understanding of where the organization is going?
Do team members collaborate to solve problems or protect their individual areas of responsibility?
Are difficult decisions made effectively, or do they repeatedly find their way back to the CEO?
Is there genuine accountability for results, or simply agreement about what ought to happen?
When the answers aren’t what you would like, adding another meeting probably isn’t the solution.
Executive Team Coaching is a facilitated leadership development process designed to improve both individual leadership capabilities and the collective effectiveness of the team.
Unlike traditional training programs, which focus primarily on transferring knowledge, team coaching emphasizes discovery, practical application, behavioral change, and results.
Participants learn together, examine real organizational challenges, challenge assumptions, and develop new approaches to achieving their objectives.
The goal isn’t simply to create a group of better leaders.
It’s to develop a leadership team that produces better results together than its members could achieve independently.
Effective team performance begins with the individuals who make up the team.
Depending on your needs, development may address:
Communication and interpersonal effectiveness
Strategic thinking and decision-making
Delegation and accountability
Emotional intelligence and self-awareness
Time management and prioritization
Conflict management and collaboration
Coaching and developing others
Our approach may incorporate multi-science assessment tools and structured leadership development materials to help participants better understand themselves and one another.
Strong individual leaders don’t necessarily share the same priorities, perspectives, or expectations.
Team coaching helps leaders discover and address the obstacles to working effectively together.
Depending on the organization’s objectives, areas of focus may include:
Establishing a shared vision, mission, and values
Aligning strategic priorities and organizational goals
Strengthening trust and collaboration
Improving collective problem-solving and decision-making
Clarifying responsibilities and accountability
Developing greater ownership of organizational results
The emphasis is on building the collective capabilities needed to execute the organization’s strategy.
We believe effective coaching begins with understanding the results you want to achieve.
What is working? What isn’t? And what is really getting in the way?
Using those insights, we develop a coaching process aligned with your organizational objectives and the development needs of the participating leaders.
Our approach combines structured learning, facilitated discussion, practical application, and accountability.
Sessions are typically 90 minutes, with learning and application activities between meetings. Development materials can be delivered in audio/text formats or through a learning management system.
The number of sessions, frequency, content, and delivery format are customized based on the desired outcomes.
The process can serve an intact executive leadership team or be adapted to support a group of leaders with comparable responsibilities across different business units.
At Stonecrafters, a countertop fabrication and installation company, the owner wanted to accomplish two objectives: strengthen the strategic direction of the business and develop the leadership capabilities of his management team.
We used an Executive Leadership Development Process combining vision, mission, values, and strategic thinking with practical leadership skills.
The engagement included five management-team members and eight customer service team members.
The owner subsequently reported:
“We just had the best month in the 10 year history of the company in sales, margin and profit. You have helped us to turn this company around.”
But perhaps the most meaningful evidence of leadership development came from another observation:
“Last summer, I took my family on a ten day vacation and for the first time, I never once called in to the office. When I returned I found that there really were no problems that my people couldn’t handle. I thank you for that.”
What is the value of developing a leadership team capable of running the business without constant intervention from the CEO?
That’s a question worth exploring.
Chicago Executive Coaching’s approach to team development has roots going back to 2001, when Tom Lemanski began facilitating leadership development programs for management teams as an affiliate of Trusted Advisors Network.
Tom is a member of the Trusted Advisors Network Hall of Fame, recognizing more than 20 years of affiliation.
His experience includes facilitating executive leadership development, collaborative goal-planning processes, and workshops using TTI DISC and Driving Forces assessments.
Having spent more than 20 years in executive leadership roles before becoming a coach, Tom brings firsthand business leadership experience to the development process.
Let’s design a results-focused development process that helps your team get there faster and easier.
By using our website, you agree to our use of cookies. Find out more information on how we use cookies, view our privacy policy.