The Five Dysfunctions of a Team
As best selling author Patrick Lencioni says in his third book of the same title, being a team is a choice not a requirement for running a business. Jim Alampi presents the team five dysfunctions model to help CEO’s understand the implications of this important decision on their company and its future.
Alampi explores the important choice for a CEO and his/her executives to be a team, including the hard work and healthy behaviors that are required. He shares Lencioni’s model in depth, using information gathered from each participant prior to the meeting to demonstrate how to assess team performance on five broad dimensions and in thirty-eight specific behaviors.
Participants will leave with an understanding of why teamwork in companies is such hard work and requires a top-level commitment to specific individual and team behaviours. Moving from what Jim Collins calls “A genius with a thousand helpers” (Good to Great) to a team-lead organisation takes patience and a whole new approach for most owner/CEO’s. Alampi shares specific steps participants can use to bring other executives into the leadership and decision-making process and get a group of executives to shelve their individual agendas for a single, company-level one.
The Execution Tune-Up: Executing Your Vision and Getting Results
Every CEO has a vision for his or her company; that is the easy part! Few companies ever fail because there wasn't a vision; they fail because they can't execute the vision and get concrete business results. As someone once said, "Vision without execution is hallucination." And as Jim Collins said in Built to Last, "Great performance is about 1% vision and 99% alignment," so the secret isn't having some unique or phenomenal vision. It is creating a vision, getting everyone to understand it and their role, and then executing like crazy.
Barriers to Growth - Every company hits very predictable walls as it tries to grow profitably. These walls can't be avoided and each one presents a new challenge to executive teams in terms of leadership skills, infrastructure required, and marketplace dynamics. The key is to know when a company will hit its next wall, and what to start doing in advance to get ready to get over the wall as painlessly as possible and get back to profitable growth. The Execution Tune-up provides clear understanding of these walls, their causes, where they occur and what CEO's should do to prepare themselves and their leadership teams to climb over these walls quickly.
Rockefeller Habits - Strategic execution is the name of the game for effective implementation of any vision. Translating the long-term vision and strategies into short-term goals and tactics that every employee understands and supports is the payoff. Verne Harnish (founder of YEO) wrote the book on these simple, practical tools that every great company CEO and executive team use to set priorities, utilize the right metrics, and establish an effective executive team meeting rhythm. Implementing these habits is a huge first step in preparing for the walls that can become barriers to profitable growth.
CEO and Executive Leadership - In today's fast-moving, complex environment, executive teams and companies have to be both smart and healthy. Smart is actually the easy part; getting a group of smart executives to work together in a healthy manner is not only the challenge but how to become a great company. There are four specific steps for working on the healthy side of executive teams.
The Execution Roadmap™ - Getting a company's entire vision, from core values, purpose, mission, and BHAG (Big Hairy Audacious Goal) to SWOT (strengths, weaknesses, opportunities, and threats), to three-year focus areas to one-year initiatives to 90-day tactical priorities is a critical step toward alignment of the executive team and then the entire company. Too many companies spend two and three days each year in retreats to come up with grandiose strategic plans that far too often then gather dust on a bookshelf during the year. Every strategic plan must be dynamic, and there must be a way to translate all of the long-term visionary elements into practical bite-size pieces that an organization can accomplish in short bursts. The Execution Roadmap™ captures everything from most strategic to very tactical on one page and provides a clear roadmap for executive team leadership.
The Execution Tune-up provides understanding, simple and practical tools and a methodology, The Execution Maximizer™ that every CEO can use on his own with his executive team to gain alignment and actually execute his/her plan and achieve concrete results.
360° Leadership Assessments Drive Strategic Execution and Results
I hear more questions and confusion about 360° Leadership Assessments than almost any other kind of assessment tool. The key is the right kind of 360° assessment done for the right reasons, and this program will clear up some of the fog surrounding these, from a CEO's perspective.
The right kind of 360° leadership assessment is a developmental tool that will help leaders identify leadership areas in which they could benefit from some focus and work. Since none of us are born perfect leaders, it is virtually always helpful to know how we are doing - not from our own, often rose-tinted self-assessment, but in the eyes of the people around us who see us leading every day. In order to ensure that honesty drives the result, 360° leadership assessments should be anonymous from the participant standpoint, and from a recipient's point of view, they should be seen as developmental and never tied to bonuses, salary increases or used in a punitive manner (i.e. to try and document a case for a termination).
The key topics covered include:
- What is a 360° Leadership Assessment? The real world of these assessments from a CEO’s perspective
- What a 360° Leadership Assessment is not. Realistic expectations are essential in achieving the right kind of results.
- Why should a CEO embark on a 360° Leadership Assessment process? What is the ROI on the time and cost? How should a CEO justify the commitment and where should benefits show up.
- How to do a 360° Leadership Assessment process the right way. Following a best practices process makes all the difference in the world in getting a return on the investment.
- Typical reactions to embarking on a 360° Leadership Assessment process. Some of the push-back CEOs will encounter when initiating a 360° Leadership Assessment process.
- What to look for when selecting a 360° Leadership Assessment process. What are the non-negotiable attributes a CEO should look for.
- Reporting results and creating action plans for development.
The 360° Leadership Assessment program provides clear understanding in simple business language that every CEO can use to evaluate and implement leadership development to execute his/her strategic plan and achieve concrete results.