A strong executive team needs to do more than make the right decisions. It needs to stand together through the ups and downs, communicate clearly and build trust with the people responsible for putting those decisions into practice.
We support senior leaders in strengthening collaboration, achieving results and leading under pressure.
The goal is an executive team that avoids division, makes active use of its differences and achieves ambitious goals together.
Does everyone know what the board needs to succeed with as a team – beyond their own areas of responsibility? We facilitate how you both set goals and achieve the goals you share.
Trust is built through the way you listen, challenge and keep agreements. We examine what works between you and what you need to prioritize to strengthen trust and psychological security – a prerequisite for creating results.
All leadership groups develop habits. Some help you move forward, while other habits hinder you. We highlight what is not working for you as a team and facilitate new habits that stop power struggles and increase engagement, team spirit and job satisfaction.
Disagreement is part of good management, but it must be used constructively. The more high performance is involved, the greater the risk of a brutal tone or the opposite: conflict avoidance. We train you to talk directly about conflicts, expectations and decisions, so that you yourself begin to seek out open, honest, genuine dialogue that promotes job satisfaction and integrity.
When it is unclear who decides what, or what is most important to decide first, the organization loses imitative and execution power. We develop your decision-making power, and clarity about responsibility, decisions and follow-up – for the benefit of you as management and the entire organization.
A management team also develops when the individual leader develops. We work on how you communicate, influence others, and learn your pressure profile – so you can stand strong in stormy weather, and know what to grab in your leadership backpack – and when.
Diversity is good: both in terms of experience, background and mindset. But it requires that you know each other really well and respect each other’s differences.
We use personality, group dynamics and decision-making profiles as relevant data to give management a common language for differences in behavior and work style: Who seeks quick decisions? Who needs more time to explore options? And how do you each react when the pressure increases?
Test results alone do not provide answers – but we use the results as a basis for conversations and exercises where you examine your collaboration in practice.
In this way, you gain insight into both your own strengths and the habits and patterns that arise between you.
When leaders are given greater responsibility, it’s not enough to get better at what they already do. Something has to be learned. Something has to be unlearned.
Maybe the board needs to spend less time on operations and more time on the market and the future. Maybe you need to invite other perspectives in earlier. Or maybe you need to become better at communicating decisions so that the organization understands both the direction and the rationale.
We support you in making those choices concrete – for the management team and for the individual manager.
Do you want to develop executive collaboration, strengthen decision-making power, or provide confidential sparring to a top manager? Tell us what you’re facing, and we’ll find out where a course can make the biggest difference.