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"No matter how brilliant your mind or strategy, if you’re playing a solo game, you’ll always lose out to a team" - Reid Hoffman


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One area demanding unrelenting attention from CEOs is effective team dynamics.

Amongst the top teams we have studied, “productive collaboration” seems to be a need and the levels drop even more when teams are dealing with high-stakes topics where each member has a differing, entrenched interests.

Collaboration is one, Alignment is another, Continuous Communication amongst the members is yet another. And there might be other dynamics, specific to your organization’s context.

Correcting dysfunctional dynamics requires focused attention and interventions, preferably as soon as an ineffective pattern shows up.

Each top team is unique, and every CEO will need to address a unique combination of challenges. Often more than a single intervention is needed.

Developing a highly effective top team typically requires good diagnostics, followed by a series of workshops and field work to address the dynamics of the team while it attends to hard business issues.

Talent Management Framework

The journey, customized to your context, is in following 4 phases:

Talent Management Framework

When a CEO gets serious about making sure that their top team’s members are willing and able to help meet the company’s strategic goals, they are likely to get results. The best top teams will begin to take collective responsibility and develop the ability to maintain and improve their own effectiveness, creating a lasting performance edge.

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