Are your leadership teams just a group of individuals working under one roof? In this episode, we dive into the importance of developing high-performing leadership teams. From identifying common issues in ineffective teams to providing strategies for building strong and cohesive teams, Andrea and Michelle share valuable insights and tips for success. 

Gain valuable insights and practical tips for success, and discover recommended resources at Revela to further your development. Join us in elevating your leadership skills and driving organizational triumph.

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Expand Your Leadership Skills.

Building a High-Performing Leadership Team

Is your leadership team actually a team? Is this group driving your organization forward? Or is it merely a collection of individuals?

In the latest episode of The Leadership Hustle podcast, we explore the critical distinction between a high-performing leadership team and a mere "group of people" who are working together. Andrea and Michelle delve into the common pitfalls that hinder collaboration and offer insights into fostering a leadership team that truly excels.

The Symptoms of a Dysfunctional Leadership Team

The first step in building a high-performing team is identifying when you lack one. As a leader, you need to be aware of the signs that make a dysfunctional team.

When Your Leadership Team Isn't a Team

While most leadership teams aspire to achieve greatness, the reality is that many fall short. They may appear cohesive on the surface, but beneath the veneer of cordiality lies a group of individuals who are not truly functioning as a team. Does your organization feel like this?

Lack Of Trust

One common symptom is a lack of trust. When team members don't trust each other, they're hesitant to share their true thoughts and feelings, leading to communication breakdowns and missed opportunities for collaboration.

This lack of trust can manifest in subtle ways, such as side conversations, eye rolls, or a reluctance to challenge each other's ideas.

Blaming and Complaining

Another sign of a dysfunctional leadership team is a culture of blaming and complaining. When things go wrong, individuals point fingers instead of taking collective responsibility for finding solutions. This creates a negative environment where people are more focused on protecting themselves than on working together to achieve common goals.

Lack of Feedback

Additionally, an unwillingness to ask tough questions or engage in healthy debate can be a red flag. A high-performing leadership team embraces challenges and actively seeks out diverse perspectives.

If your team shies away from difficult conversations or avoids conflict altogether, it's a sign that they may not be fully committed to finding the best solutions for the organization. These symptoms can significantly impact your company's overall performance. When the leadership team isn't aligned, decision-making becomes slow and inefficient.

Your Role in Leadership Teams

Innovation suffers as individuals are afraid to speak up or challenge the status quo. Ultimately, employee morale can plummet as a lack of trust and collaboration trickles down throughout the organization.

As a leader, it's crucial to be vigilant in identifying these warning signs. If you see any of these symptoms in your leadership team, it's time to take action and invest in developing a more cohesive and high-performing unit.

The Key Ingredients of a High-Performing Leadership Team

Once you have identified what isn’t working on your leadership team, how can you turn it around to build a high-performing team?

What Makes a Leadership Team High-Performing?

A high-performing leadership team is more than just a collection of talented individuals. It's a cohesive unit that operates with a shared sense of purpose and commitment to the organization's success.

• Trust: Team members trust each other's intentions and capabilities, fostering open communication and collaboration.

• Collaboration: The team works together seamlessly, leveraging each other's strengths and expertise to achieve common goals.

• Open Communication: Team members feel comfortable sharing their ideas, concerns, and feedback without fear of judgment or reprisal.

• Shared Accountability: Everyone on the team takes ownership of their responsibilities and holds each other accountable for delivering results.

These qualities create a fertile ground for effective decision-making, innovation, and problem-solving.

When leaders trust and respect each other, they are more likely to engage in healthy debate, challenge assumptions, and explore creative solutions. This leads to better outcomes for the organization and a more fulfilling work experience for everyone involved.

Building Psychological Safety

Psychological safety is another critical component of a high-performing leadership team. It's the belief that one can speak up without fear of being punished or ridiculed. When psychological safety is present, team members are more likely to take risks, share their vulnerabilities, and learn from their mistakes. This creates a culture of continuous improvement and innovation.

From Group to Team: Strategies for Leadership Team Development

The journey from a group of individuals to a high-performing leadership team requires intentional effort and commitment from everyone involved. However, the senior leader plays a particularly crucial role in setting the tone and fostering the necessary environment for growth.

As the leader of the leadership team, it's your responsibility to model the behaviors you want to see in others. This includes demonstrating trust, vulnerability, and a willingness to engage in open and honest communication. By creating a psychologically safe space where everyone feels comfortable sharing their ideas and concerns, you lay the foundation for a collaborative and high-performing team.

Going The Extra Mile

In addition to setting the tone, there are several actionable strategies you can implement to build trust and collaboration within your team:

• Team-Building Activities: While trust falls may not be everyone's cup of tea, there are countless other team-building activities that can foster a deep connection and understanding. Consider shared experiences like volunteering, attending conferences together, or even participating in a cooking class.

• Regular One-on-One Meetings: Schedule regular one-on-one meetings with each member of your leadership team. These meetings provide an opportunity to discuss individual goals, challenges, and aspirations, as well as to build rapport and strengthen relationships.

• Understand Individual Needs: Recognize that each member of your team has unique communication styles and needs. By understanding and accommodating these differences, you create an inclusive environment where everyone feels valued and respected.

• Create a Culture of Accountability: Establish clear expectations, provide regular feedback, and hold everyone accountable for their commitments. Celebrate successes and address shortcomings in a constructive and supportive manner.

By implementing these strategies, you can create a leadership team that is more than just a group of individuals. You can cultivate a cohesive, high-performing unit that drives innovation, makes effective decisions, and propels your organization forward.

Build a High-Performing Leadership Team with Revela

Remember, the success of your organization hinges on the effectiveness of your leadership team.

By implementing the strategies discussed in the Leadership Hustle podcast episode, you can unlock the full potential of your team and achieve lasting results.

If you're ready to take your team to the next level, consider exploring Revela Group's leadership development resources and coaching services.

We're here to help you build a leadership team that not only works together but thrives together.

About the Hosts

Andrea Fredrickson

Andrea Fredrickson is a thought leader and consultant at Revela, an organization based in Omaha, Nebraska specializing in the development of leaders, culture alignment, and business strategy for private and family businesses of all sizes. Revela is one of the region's most experienced thought challengers, helping individuals and companies find their greatness. Andrea has built an amazing team by believing that fundamentally people want to be successful and become better versions of themselves.  

Michelle Hill

Michelle Hill is a master facilitator and coach at Revela, an organization specializing in the development of leaders and aligning the culture of privately held and family businesses of all sizes. Revela is one of the region's most experienced thought challengers, helping individuals and companies find their greatness. 

TRANSCRIPT

Andrea Fredrickson: Do you have a high performing team, or do you have a group of people who simply come together called the leadership team? In this episode of The Leadership Hustle, we'll give you techniques on how to make sure that that team is high performing. Hello and welcome to the Leadership Hustle for executives whose companies are growing fast and need leaders who are ready. Hi there, and welcome back to this episode of The Leadership Hustle. I'm Andrea Frederickson, one of your hosts, and I'm here with Michelle, my co-host. Hello. It's been a minute since we have recorded a few of these episodes, so we're happy to be back. And today we are going to address the topic of developing leadership teams, not teams. How to be a leader. But like this team of leaders, how do we develop them as a team? And for decades, we've been coaching leadership teams for one reason or another. Correct. Anything from strategy work. And we've got to work together to make this the future of the business happen to. It's time to take our leadership team to the next, next level.