{"id":2198,"date":"2012-07-02T05:20:26","date_gmt":"2012-07-02T11:20:26","guid":{"rendered":"http:\/\/corevalues.com\/?p=2198"},"modified":"2012-07-02T05:20:26","modified_gmt":"2012-07-02T11:20:26","slug":"can-executive-dream-teams-be-more-than-just-fantasy","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2012\/07\/02\/can-executive-dream-teams-be-more-than-just-fantasy\/","title":{"rendered":"Can \u201cExecutive Dream Teams\u201d Be More than Just Fantasy?"},"content":{"rendered":"

\"\"<\/a>The May issue of Fortune 500 magazine had an excellent article on what it takes to put together the ultimate \u201cexecutive dream team.\u201d<\/p>\n

Over the coming months, Fortune will be selecting nine business people based on varying criteria and \u201cchemistry\u201d to create an executive team they believe would crush any competition. \u00a0 They used Apple\u2019s extraordinary success as an example. Steve Jobs created his dream team and was completely confident that Apple\u2019s success would not only survive him, but continue to thrive.<\/p>\n

For starters, the formula for a winning team is executives who play well <\/a>with others. The secret to a successful executive team goes way beyond stellar performers and numbers, the team needs to gel and work collaboratively. Easier said than done? You bet! If we had to put together the perfect recipe in creating the ultimate executive team, what leadership criteria and behaviors would we choose? \u00a0 Let\u2019s take a look at what it would take:<\/p>\n

A large slice of humble pie, please \u2013<\/strong>Believe it not execs, \u201cIt\u2019s not always about you.” Those leaders who know who they are, where they came from, and what they have accomplished have a good handle on effectively leading, inspiring, guiding, and communicating values and goals<\/a> with employees and their management teams.<\/p>\n

Who\u2019s manning the fort? <\/strong>When top executives live in ivory towers and don\u2019t solicit ideas from front line<\/a>\u00a0employees, they miss a wealth of information by not listening to what works and what doesn\u2019t from employees. These employees rarely see or speak to \u201cSuite C\u201d executives rendering most top level management clueless about the state of the organization\u2019s affairs. When executives have the \u201cI\u2019m special, you\u2026.not so much attitude, their egos get in the way of a company\u2019s progression.<\/p>\n

Top-tier executives take ownership of mistakes<\/strong>. \u00a0It\u2019s tough for <\/strong>CEO\u2019s and their top level cohorts to admit failure. All too often, they engage in the blame game and are awesome finger pointers because admitting a mistake just isn\u2019t an option for them. This leadership style is quite counter productive when loyal team members become the \u201cfall guy\u201d and are forced to take the heat. We are looking for fearless and ethical\u00a0leaders that are able to communicate to employees when a mistake has been made and then ultimately remedy the defunct course of action.<\/p>\n

A collaborate executive team \u2013 no superstars need apply<\/strong> \u2013 Top level executive teams composed entirely of stellar performers pose grave perils. Why? It\u2019s because top-tier executives may all be focused on getting the same job: the CEO\u2019s. When one person\u2019s victory means defeat for the rest, expecting the group to cooperate may be asking too much. Top leadership teams need aligned values and trust to create a high performing culture dynamic in their organization. Differing viewpoints, different experiences, educational backgrounds, and individual core strengths are all qualities to look for in creating a top-notch executive team. Executives with differing values and ethics are a recipe for a self-destructing organization.<\/p>\n

Diversify you team \u2013<\/strong> Steve Jobs found and kept top tier technologists, marketers, designers, and others to form his own unique managerial team. Most of his top leaders were with him for more than a decade and respected the diversification each member brought to the table.<\/p>\n

Confront real conflicts head on<\/strong> \u2013 This dream team will tackle issues fearlessly. They won\u2019t take the ostrich approach and bury their head in the sand. Everyone is on the same page and they avoid competing agendas when addressing issues. \u00a0 They are able to communicate with respect, present solutions, and leave the blame game at the door.<\/p>\n

Putting together the ultimate executive dream team is a daunting task. There must be cohesion between members, diversification, and humility among other things to create a team that drives a successful organization. Who would be your \u201cdream team\u201d picks? Stay tuned for an update and of course my commentary on Fortune magazine\u2019s picks.<\/p>\n

Copyright TIGERS Success Series<\/p>\n

By Dianne Crampton<\/p>\n

_____________________<\/p>\n

Are you a collaborative leader? Want to find out? There is a valuable leadership survey in the TIGERS Den<\/a> Complimentary General Membership program that will help you discover how collaborative you are.\u00a0Create your user name and password now and gain immediate access.<\/p>\n

TIGERS\u00ae Success Series, Inc. is a team development consultancy that has served leaders and their teams since 1989. TIGERS\u00ae helps leaders build teams of employees that are as committed and engaged in the success of the organization as the leaders are.<\/p>\n","protected":false},"excerpt":{"rendered":"

The May issue of Fortune 500 magazine had an excellent article on what it takes to put together the ultimate \u201cexecutive dream team.\u201d Over the coming months, Fortune will be selecting nine business people based on varying criteria and \u201cchemistry\u201d to create an executive team they believe would crush any competition. \u00a0 They used Apple\u2019s […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","footnotes":""},"categories":[286,300,319,312,8,258,432,264,314,266,259,271,272,263],"tags":[58,431,433,434,63],"class_list":["post-2198","post","type-post","status-publish","format-standard","hentry","category-accountability","category-agile-teams","category-awards","category-business-ethics","category-collaboration","category-cooperative-values-collaboration","category-diversity-2","category-employee-engagement","category-ethics","category-leadership","category-leadership-team-development","category-team-conflict","category-team-cooperation","category-work-enviornoment","tag-business","tag-contests","tag-dream-team","tag-executive-leadership","tag-leadership-team-development"],"_links":{"self":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/2198","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/comments?post=2198"}],"version-history":[{"count":0,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/2198\/revisions"}],"wp:attachment":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/media?parent=2198"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/categories?post=2198"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/tags?post=2198"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}