One of my greatest joys is working with highly motivated executive teams – particularly within organizations that have moved from small and scrappy to mid-sized and more formal. A question many of these teams ask is: How do we make sure our team stays sharp and effective as our organization grows? It’s a great question! In answering I’m going to assume that the team has established a clear charter that addresses: Why does this team exist? and What are our shared commitments in terms of how we operate with each other and with the larger company? Assuming this foundation is in place, there are six areas of focus to ensure your team continues to evolve in a positive direction.
1. Shift the Focus from Operational to Strategic As the organization grows the executive team must intentionally let go of day-to-day operations and focus on steering the ship rather than rowing it. The evolution looks something like this:
- Early stage: Leadership team members are often knee-deep in execution.
- Mid stage: Begin to build systems and delegate effectively.
- Mature stage: Prioritize strategy, culture, innovation, and alignment.
Ask regularly: “What are we doing today that someone else could do tomorrow?”
2. Invest in the Team as a Team: The executive team isn’t just a collection of talented individuals— it’s a human system comprised of ever-evolving relationships. As such, it is important that you :
- Do regular team health checks that focus on alignment with purpose and agreements, trust, accountability, and communication.
- Learn and apply team development models (e.g., 3-P Model).
- Hold retreats or offsites focused on collective learning, not just business plans.
Ask regularly: “How well are we functioning together as a team, and what’s getting in the way?”
3. Plan for Leadership Succession Early and Often Succession planning should go beyond just the CEO position. Your team should be considering succession as it relates to every member of the executive leadership team.
- Build leadership pipelines at multiple levels using approaches like 9-Box Grid.
- Clarify roles, responsibilities, and pathways for growth.
- Normalize coaching and feedback to prepare internal successors.
Ask regularly: “If any one of us left tomorrow, would we be ready?”
4. Stay Attuned to the External Landscape Effective executive teams don’t just manage internal dynamics—they look outside for signals of change.
- Scan for emerging trends related to your market, industry, economy, customers, and competitors.
- Encourage rigorous discussion and debate about trends and their implications for your organization.
- Create opportunities to hear outside perspectives (guests, advisors, etc.).
Ask regularly: “What’s changing “out there” that we must adapt to?”
5. Regularly Revisit Vision, Values, and Strategy What got you here won’t get you there. Executive teams need to create space for deep, reflective thinking every 12–18 months.
- Refocus strategic priorities when new trends and realities come to light.
- Update long-term vision and priorities on a regular basis (Where do we want to be in 5 years?)
- Reaffirm and align on values and culture (What principles must guide our choices and actions?)
Ask regularly: “What must stay the same, and what must change?”
6. Prioritize Self-Awareness and Personal Growth Your leadership team grows when individuals grow. Thus, it is important to invest in the individual growth and development of team members.
- Support coaching, peer feedback, and 360 reviews.
- Create time for reflection within the team on where members are in their quest to grow as leaders.
- Encourage a safe environment in which team members can speak truthfully, ask for help, share successes and disappointments, and ask each other about the “why” behind their choices.
Ask regularly: “How am I changing as a leader, and who do I want to become?” Take some time to review these six dimensions with the members of your leadership team. Is there one that feels like fertile ground for discussion and more work? Start there.
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