Strategies for building a unified and effective leadership team

Whether it’s economic crises, rapid technological advancements, supply-chain disruptions, or geopolitical instability—there’s a lot impacting organizations. Add rising consumer expectations, intense competition, and investors demanding more, and it’s clear that being a CEO or member of an executive team has never been more challenging.

Given our VUCA world, it’s no wonder that many organizations are finding it challenging to stay effective and ahead of the curve. Over the years, we've had the privilege of working with hundreds of organizations and thousands of senior leaders. And what we’ve learned is that for a company to be truly effective, its leadership team must operate cohesively and function as one leader.

Signs of dysfunction

Leading as one isn’t easy. As an executive leader, you might overlook how important it is to prioritize your relationships and work with your leadership peers—they must be your number one priority. Dysfunctional, unhealthy, or even toxic team dynamics make it difficult to achieve unity and drive success. So, how can you identify dysfunction in your executive team? Here are 7 signs to watch for:

1. Drama or apathy: Adopting the three roles that people often play in conflict situations, and contributing to a cycle of drama and emotional distress. Not only are they disinterested or disengaged, but opting out of active participation and responsibility is allowed or tolerated.

2. Defending the status quo: Clinging to outdated practices or resisting new ideas.

3. Sugar coating: Giving overly positive feedback and avoiding tough conversations.

4. Fake nice: Friendliness feels superficial and gestures seem insincere. In teams stuck in false harmony, everyone appears polite, but no one is honest or direct with each other.

5. Guarded and secretive: Lacking transparency and openness when communicating.

6. Micromanaging: ​​Excessive oversight and control of each other.

7. Posing: Focusing more on appearances, status, or their personal image rather than genuine performance and results.

Leading as one

Signs of dysfunction often stem from a combination of leadership challenges, such as a lack of clear vision and accountability. In our experience working with executive teams, they frequently fail to recognize the importance of their relationships with one another. They ignore issues, assume intent and shift blame. Sometimes, they also inherit or are being drawn into a toxic culture. Regardless of the cause, here are the first steps you can take to start leading as one.

1. Acknowledge that there is dysfunction
   The first step to solving any problem is acknowledging there is one. It takes courage and vulnerability to admit that there are issues within the team. Speak up and don't wait for someone else to do it. As a leader, taking the initiative creates opportunities for others to do the same. Create a space where team members feel safe to share their concerns.

2. Listen to all team members and recognize that each owns a part of the truth
   Make a conscious effort to understand every member's point of view. Listen to learn rather than to place blame. Remember, dysfunction is often a collective issue, not the fault of a single individual.

3. Agree that you all want a “new normal” and commit to change
   Creating a “new normal” requires effort and commitment from all team members. Even if leaders want the same things for their organization and teams, they may not have an agreed-upon commitment in how they’ll get there together. Create a shared vision—a leadership manifesto—that highlights:

• Behaviors that embody your shared values and purpose

• How you work together

• What you do and do not stand for

• How you hold each other accountable to remain a united front

In a previous article, Jenn shared that a team manifesto should connect with your leadership team’s shared experiences. It represents your mutual commitment, defines what you’re moving towards together, and allows you to hold each other accountable along the way. But we don’t want your manifesto to be just another document that ends up forgotten in a desk drawer.

Become even more effective

To build a truly healthy and high-performing team, you need to put it into action. Here are 7 practices your team can work on to build an even healthier and more effective leadership dynamic:

1. Candid conversations
   Have honest and candid conversations about what’s important to you and why, and give other leaders the opportunity to do the same. You don’t need to change others' opinions if you disagree; simply share your perspective to provide more viewpoints for better decision-making.

2. Develop personal relationships by sharing stories
   When leaders know each other on a personal level, it’s easier to work together effectively and navigate challenges as a united front. To help leaders build personal relationships, we facilitate an activity by Patrick Lencioni that encourages team members to share their most significant achievement and why it is important to them. They have the opportunity to practice vulnerability, actively listen, and get to know one another better.

3. Voice your opinion, then align with the team
   Leaders need to care about each other and have each other’s backs. Considering and valuing all viewpoints leads to more innovative solutions and better decision-making. However, once a decision is made, it’s important for everyone to support and align with the team’s direction. External pressures can test the strength of a leadership team. Practice balancing diverse viewpoints with a unified approach and communication.

4. Recognize when the manifesto is broken and then talk about it
   If the manifesto is broken, address it early. Have an open discussion about why it happened and how to prevent it in the future. If the team feels disconnected from the manifesto, revisit your shared experiences and values to see if the manifesto needs updating.

5. Set strategic priorities and direction
   Effective leadership teams and strategies are connected, and strengthen each other. In a previous article, Shawn shared that team clarity is a key outcome of strategy development, and explored six ways to create a clear strategy. Without clarity of purpose, priorities, and success metrics, it’s challenging for a team to work together towards a shared future. 

6. Team coaching
   Team coaching can help teams work through decisions where there are no right answers. It’s a developmental process that helps strengthen trust with one another, and increase alignment and accountability. It's valuable for any executive team, especially those facing issues like siloed leadership, organizational change, persistent conflict, or a feeling of being stuck. Teams must commit to regularly working on their relationships and maintaining the behaviours developed through the coaching process.

7. Consider team restructuring or exiting members
   Sometimes, improving leadership effectiveness requires restructuring or making difficult decisions about team members. If certain individuals or dynamics consistently hold the team back, it may be time for some changes. Restructuring or exiting a team member should be approached thoughtfully, with the goal of enhancing the overall effectiveness and harmony of the team.

A couple of weeks ago, we asked our LinkedIn network if their organization has received or is currently engaged in team coaching. We found that 40% are either currently engaged or have received it in the past, while another 40% are considering it. Business workflows and decisions are challenging, and executive teams need to develop a process to work through conflict, rather than getting stuck in it.

At Incito, we’re passionate about helping leadership teams become unified and more effective. if your team needs help breaking down silos and building deeper trust, let’s talk about team coaching!