Is Your Leadership Team Rowing in the Right Direction?
Building a high-performing leadership team is one of the most critical decisions an executive makes. The stakes are high: your leadership team drives strategy, sets the tone for culture, and steers the company through challenges. But assembling a group of incredible leaders isn’t enough. To succeed, you need leaders who are not only individually capable but also aligned and committed to rowing in the same direction.
Here’s how to ensure you get the right people on your leadership team and align them against your strategy:
1. Define What “Right” Looks Like
Before recruiting or promoting leaders, get crystal clear on what your business needs from its executive team. This goes beyond technical skills and experience. What kind of leadership behaviors and values will help your organization thrive? How should they complement each other and the strategy?
For instance, a company in a fast-growth phase may need leaders who excel at scaling operations and building resilient teams. Conversely, a business in turnaround mode might prioritize leaders who thrive under pressure and are laser-focused on efficiency.
Action Step:
Craft a leadership competency model that outlines the key traits, skills, and behaviors your executive team needs to align with the company’s strategic objectives.
2. Prioritize Strategic Alignment in Hiring and Development
Having the right executives isn’t just about getting the best talent; it’s about ensuring their personal goals and strengths align with the company’s strategy. This starts during the hiring process and continues through onboarding and development.
When assessing candidates, look beyond their resumes. Ask probing questions to understand their decision-making style, how they handle conflict, and how their past achievements tie into your strategic goals. Similarly, ensure their values align with your company culture—this builds trust and helps them integrate seamlessly.
Action Step:
During interviews, ask behaviorally-based questions tied to your strategy. For example, “How have you approached leading a team during rapid expansion in the past?” Tailor onboarding to immerse new executives in your strategic priorities from day one.
3. Foster Team Alignment and Accountability
Once the right people are in place, the next challenge is alignment. Even the most talented leaders will falter if they’re not united by a shared vision and clear goals. Regularly recalibrate around the company’s strategy, ensuring every executive understands how their function contributes to the big picture.
Moreover, foster an environment of accountability. High-performing leadership teams openly discuss challenges, give constructive feedback, and hold each other to high standards. Trust and candid communication are the cornerstones of effective collaboration.
Action Step:
Implement regular strategy sessions to align on priorities and track progress. Use tools like OKRs (Objectives and Key Results) or balanced scorecards to ensure every leader is accountable for their contributions to the strategy.
Key Takeaways
Define the Ideal Leadership Profile: Tailor your executive team’s competencies to your company’s specific strategic needs.
Hire for Strategic Fit, Not Just Talent: Ensure every leader’s skills and values align with your business goals.
Align and Recalibrate Regularly: Use clear metrics and open communication to keep everyone rowing in the same direction.
The right executive team is more than a collection of top performers—it’s a unified force aligned against a common strategy. When your leadership team is rowing in sync, your organization gains the momentum it needs to reach its goals
