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What do you do if your executive team is struggling with team building?

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When your executive team is struggling with team building, it can feel like navigating a ship through stormy seas. Team building is crucial at the executive level because it sets the tone for the entire organization. If your leaders aren't on the same page, how can you expect the rest of your employees to be? You might observe symptoms like miscommunication, conflicting priorities, or a lack of shared vision. Addressing these issues head-on with a strategic approach can transform your executive team into a unified force.

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1 Assess Issues

Begin by identifying the core issues hindering your executive team's cohesion. This involves having candid conversations and possibly using anonymous surveys to gather honest feedback. You need to pinpoint whether the challenges stem from interpersonal conflicts, unclear roles, or a lack of trust. Once you understand the root causes, you can tailor your team-building strategies effectively. Remember, this isn't about placing blame but about finding solutions that foster a more collaborative environment.

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Simone Feldman

Chief Executive Officer @ Govplace | Federal Government Contracting
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In my experience it is critical to understand the root cause of the issues so you can tailor your team building to address these. It also requires the active and voluntary participation of the executives involved. One negative attitude or unwilling person can take the whole team backwards instead of forward. Executive leadership requires individual ownership of your own story and a desire to be part of something better.

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Amber Wendover

Talent Development Expert | Business Strategist | Human Connector | Business Owner | Aspiring Author
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From my experience, executive teams know how to build cohesion, they just typically don’t prioritize making time to discuss what it means to be cohesive.

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2 Set Objectives

After pinpointing the issues, set clear objectives for what you want to achieve through team-building efforts. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART). Whether it's improving communication or establishing a shared vision, having concrete objectives gives your team a target to aim for. This clarity also allows you to measure progress and hold the team accountable, which is essential for any executive function.

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Simone Feldman

Chief Executive Officer @ Govplace | Federal Government Contracting
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Setting tangible objectives with clear metrics for measuring progress and goals for success ate important not only for the individual but for the team. Having a North Star is not only a goal but a motivation for the right leaders.

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3 Facilitate Dialogue

Open and ongoing dialogue is the lifeline of effective team building. Facilitating an environment where executives feel comfortable sharing their thoughts and concerns without fear of retribution is key. This might involve regular team meetings or retreats focused on open communication and problem-solving. As a leader, you should encourage active listening and ensure that all voices are heard, which can help in bridging gaps and fostering understanding among team members.

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Simone Feldman

Chief Executive Officer @ Govplace | Federal Government Contracting
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An example of open dialog is when questions are open ended, and give the people responding time to share not only the facts but the emotions behind those facts. For example, being able to say “when X happened we did not reach our goal and it made me feel like I had failed the team”. It is important to establish the rules of engagement first. For example, active listening, not using derogatory words and not interrupting each other.

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4 Encourage Collaboration

Encouraging collaboration among your executives can often require a shift in culture. This might involve team projects that require collective input or cross-departmental initiatives that break down silos. It's important to create opportunities for your executives to work together in contexts that highlight each person's strengths while also relying on others. This not only builds rapport but also demonstrates the power of collective effort over individual prowess in achieving business outcomes.

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5 Provide Training

Sometimes, an executive team needs to develop specific skills to enhance their teamwork. Consider providing professional development opportunities such as leadership training, conflict resolution workshops, or team-building retreats. These educational experiences can offer new perspectives and tools that help your executives work together more effectively. Remember, investing in your leadership team's growth can have a substantial ripple effect throughout your organization.

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Simone Feldman

Chief Executive Officer @ Govplace | Federal Government Contracting
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It has been my experience that Executives need coaching more than most other roles. The responsibility of leadership is a serious one and the consequences of failure have a greater impact. Coaching can provide tools for handling situations as well as providing a safe space for questioning yourself. It is critical to establish expectations for coaching as well. Identify 2-3 top areas and be prepared to do the work to improve or gain the new skills. A coach can guide or help you understand, but only you can make the change!

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6 Monitor Progress

Finally, it's important to monitor the progress of your team-building efforts. This involves revisiting the goals you set and evaluating whether the strategies implemented are yielding the desired results. Adjustments may be necessary as your team grows and changes. Continuous monitoring and flexibility in your approach will ensure that your executive team-building efforts are dynamic and responsive to the needs of your leaders.

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Simone Feldman

Chief Executive Officer @ Govplace | Federal Government Contracting
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I firmly believe in setting tangible goals and measuring progress. I have seen goals set by executive teams that never get any closer because there is a lack of clarity up front on what success looks like. Be sure to clearly establish what success looks like before you start and then set gates so you know if you are getting off track. Change is hard but it is worth the effort!

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Randi Braun

Wall Street Journal Best-Selling Author of "Something Major: The New Playbook for Women at Work"
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One of the most important things you can do is take time to diagnose the problem: is it because the KPIs weren’t properly calibrated? Are there a few stakeholders who are causing road blocks with their communication or lack thereof? Often we rush to solutions and assumptions without taking time to understand the core of the problem, a critical first step.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your executive team is struggling with team building?

1

2

3

4

5

6

7

1 Assess Issues

2 Set Objectives

3 Facilitate Dialogue

4 Encourage Collaboration

5 Provide Training

6 Monitor Progress

7 Here’s what else to consider

Team Building

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What do you do if your executive team is struggling with team building?

1

2

3

4

5

6

7

1 Assess Issues

2 Set Objectives

3 Facilitate Dialogue

4 Encourage Collaboration

5 Provide Training

6 Monitor Progress

7 Here’s what else to consider

Team Building

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