As indicated by professors DeNisi and Kluger in an Academy of Management Executive article, one of the most widely accepted principles in psychology is the positive effect that feedback has on performance.
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All leadership teams have the opportunity to serve as force multipliers for their organizations where the team’s impact goes far beyond the contributions of individual team members. Leadership teams work hard to shape long-term visions and missions that rally employees, shepherd the execution of strategies that set their organizations apart from competitors, and define values that form strong cultural foundations.
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It is no longer good enough (perhaps it never was) to simply put together a group of talented, experienced executives and assume that they will morph into a high-performing leadership team without at least some focus and effort. In this post we will describe 4 pragmatic principles that we believe are essential for building a great leadership team that can operate effectively in today’s fast-paced and complex environment.
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For a leadership team to improve it must first determine what’s getting in the way and then identify the commitments the team and its members must make to address the gaps. Once these commitments have been pronounced, team members have made themselves accountable to each other and feedback is required to reinforce the accountability.
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