News Flash—Markets Don’t Dictate Premium Pricing [VIDEO]
Every time I meet a new bank CEO, I hear the same thing I’ve heard from thousands of other bank CEOs before. They say, “Roxanne, it’s different here.” Here, we have to...
I believe that you can’t coach height—there are certain things that don’t change much. In this session, I’ll show you how you can dramatically improve the results of your executive team.
These challenges to optimizing an executive team happen everywhere.
Here are a few steps to get your executive team quickly working more effectively:
Step 1: UNLIKE personality tests, which are, unfortunately, the person’s own interpretation of their behaviors (which tend to be wrong and usually offer little insight into how to fix the gap), have your executives take an emotional intelligence assessment. Then, you’ll be able to see how they think and what’s driving the behaviors you want to correct.
Step 2: Look at your “human capital audit”—fancy words for the summary of how your executive team scores compared to the highest performing executive teams. With that information in hand, you’ll see why you have some of the issues you have. For example, if your intuition and empathy are too high while your results orientation is too low, you have “group think” and meetings that have meetings.
But the outcomes and deadlines are not likely to be hit.
Or if you have too high of adherence to organization skill, you may have a lot of people who might miss the big picture or the key info AND insist on being right—causing a lot of friction. Look at the gaps and create a hiring and development plan to fix the recurring issues.
Step 3: Create a hiring and development plan. From the short-comings, create a plan to get better results as an executive team and to know what positions you need to hire for.
You’ll not only correct behaviors; you’ll discover the true core abilities of everyone on your team. You might even discover that there other different—better—“seats on the bus” for some of your executives. You may also find that there are some better career paths for some that better utilize their core abilities.
For example, a CEO with a high self-awareness score and a high results orientation score needs a president who can run the day-to-day so the CEO can be out there using that position to pull in big deals—because that is how that person is built.
Three steps:
Emotional intelligence outranks skills and IQ in terms of whether an executive will be successful. Use it to make sure you get everyone going home feeling successful and good about who they are and how they fit.
Make sure to tune in next time, where I’ll show you how you can create more authenticity in your conversations during executive team meetings.
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