One of the most interesting things about executive teams is that no two are alike. When someone reaches C-Level, they have a unique set of experiences, skills and attributes that has a big impact on how they work with others and achieve results. Often C-Level responsibilities blend – especially with different groups that share a focus on the customer. So a natural give-and-take can happen that if not acknowledged and directed can sway a company culture in an unintended direction and even create competitive silos.
Using Agile concepts can help to deal with it head on. Build a vision of the company. Meet regularly. Share and build a vision for the company. Focus on goals that are expansive. Find ways to measure that don’t set teams at odds. Foster true collaboration and sharing of information. Align rewards to fit the culture you want to build.
How would you do this?