We think that far too many leadership teams are built upon archaic models that focus on the work instead of the humans.
Outdated position descriptions are but one indicator that this is happening in your business. And those companies that proactively update their position descriptions usually do so to include problem-of-the-day needs, versus strategic outcomes.
What if you stepped back and figuratively fired all the executives so that you could build from the ground up?
What if you stepped back and figuratively fired all the executives so that you could build from the ground up?
Would you have the same people in any of the roles? If not, why not?
Building a roster of executives should be done within the construct of achieving goals. Identify the skills and human factors you need in each position to get the business where you want it to be.
If you’ve never implemented an assessment of your team to peek into their behavioral attributes, commit to doing that. Whichever assessment type or tool doesn’t necessarily matter, as any model will provide insight.
Decompose goals into actionable components of work and then stack the deck to your advantage relative to execution by ensuring that you’ve got a good mix of personality types.
In instances where you are forced to execute with a current team, dig even deeper into their preferences and operational styles such that you can identify misalignment with work. Then figure out ways to align best-fit work with the right talent.
Want some insight from someone who has done the work? Let’s chat - send a note to info@pachydermos.com.
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