  
Teambuilding Starts At the Top! It's important to build team relationships,
trust and respect at the top. It's important for executive teams to model the behaviors
teams
need to be successful, so that the rest of the organization will emulate them. Modeling
is the loudest way we lead.
Executives need strong relationships, trust and respect because they need each other for support and for ideas. It can be lonely at the top. You may need to discuss issues with a peer, bounce ideas off someone you trust, work something through with someone who has the same authority as you and can help make it happen.
But in many ways, it's toughest to build teams at the top.
As an executive, feeling part of your executive team brings its own unique challenges.
- Interdependence and mutual accountability are often hardest at the highest levels.
- Executives usually identify strongly with their own department teams and find it
difficult to find common, motivating goals with other department heads.
- Executives often sense a disconnect from their overall corporate goals and objectives.
- Executives often feel they are being held accountable for goals they can't control,
influence or measure.
Executives benefit from traditional team building training (Low Ropes, Personalities,
Assessments, Goals, Roles, Processes) too! You like to have fun and laugh and learn.
You like to uncover things about each other's personalities in a safe environment. You
like to
learn techniques for getting teams to work well together. You just don't
want to waste your precious time, be exposed to too much risk—and you want results!
Building small cross-functional teams around motivating, important goals is a great way to build executive teams. The real way to build executive teams is to find common motivating goals that a few of you are excited about working on cross-functionally. The goal can be to do a project the company needs, solve a major problem, or make a major decision that needs to be made. Or it could be to develop a line of business! Anything—as long as it is motivating and important. If you're like most executives, you like a challenge and you hate wasting your time.
The key is that not everyone on the executive team has to be involved in all the teambuilding
and training activities. You form teams around meaningful goals, and put the people on
the team that are needed to achieve that goal. By serving on these smaller teams, relationships,
trust
and respect are built that carry over to your day-to-day activities.
Give us an opportunity to assess your executive team and develop a proposal geared just
to you!
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