The idea of the all-knowing, lone-wolf CEO is largely outdated. The ability to collaborate effectively with peers across the C-suite and establish respectful rapport with higher-ups (often a CEO's board) is a hallmark of exceptional leaders. Here's why:
- Breaking Down Silos: Working collaboratively with other C-suite members bridges departmental gaps, enabling smoother handoffs and greater alignment on company-wide goals.
- Leveraging Collective Expertise: Each executive brings valuable skills and knowledge. Collaboration maximizes resources and allows for cross-pollination of ideas.
- Gaining Board Alignment: Establishing open, productive relationships with the Board makes navigating difficult decisions and garnering crucial support far smoother.
- Setting the Cultural Tone: When the CEO is an active collaborator, it sends a powerful message to the entire organization about the importance of teamwork over ego.
- Crisis Management: During unexpected storms, the C-suite and senior leadership must move cohesively. Pre-established bonds foster swift, unified action.
Examples of Poor Teamwork
- The Lone Ranger: This CEO prefers to do it their own way. Decisions are made without consulting peers, often leading to resistance or later challenges.
- Territorial Turf Wars: A competitive mindset leads to infighting over department budgets or resources, ultimately hindering company-wide success.
- Dismissive of Dissent: A CEO who doesn't respect or acknowledge peers' views shuts down communication and creates resentment.
- "Us vs. Them" with the Board: A tense relationship with the board makes the CEO avoid seeking counsel, missing support on key initiatives.
- Passive Aggressiveness: CEOs unable to handle critique or disagreements with diplomacy might respond with undermining behavior, sabotaging collaboration.
Five Ways to Encourage Teamwork at the Top
- Joint Goal Setting: Have the executive team collaborate on developing major strategy objectives, with clearly defined roles and buy-in from everyone involved.
- Cross-Functional Team Projects: Task executive teams with high-profile projects requiring them to pool expertise, promoting interdependence.
- "Shadow Days": Have C-suite members spend a day observing other departments to better grasp challenges faced, and identify avenues for smoother workflow.
- Boardroom Roundtables: Dedicate board meeting time to moderated, solution-oriented discussions of specific cross-functional pain points.
- Team Development Program: Consider bringing in executive coaches or facilitating leadership workshops focused on collaborative problem-solving and communication skills.
Immediate Actions for Implementation
- Executive Breakfast or Lunch: Get out of formal meeting structures with casual social time focused on relationship building, not just work talk.
- Interdepartmental "Show & Tell": Have leaders across the C-suite briefly present their current top priorities to their colleagues, sparking discussions around collaboration points.
- 360-Degree Feedback for Executives: Implement leadership reviews that include direct feedback from peers and the board, highlighting communication and teamwork.
- Compliment Exchange: Institute a simple ritual where each executive team member shares one thing they appreciate about a colleague's recent work at the start of major meetings.
- Cross-Functional Problem Solving: When the next issue pops up, instead of the CEO swooping in with a solution, task a collaborative cross-department group to analyze it.