Earlier today I was\u00a0looking through some documents\u00a0and I found an\u00a0outline I had written for a talk I was asked to give clear back in 2005 on How To Build And Operate A Successful Executive Team. As\u00a0I sat reading\u00a0it, some\u00a0eleven years later, I can tell you that if I were asked to\u00a0talk\u00a0on that same subject today\u00a0I would have said these exact same things.\u00a0I’ve had over\u00a020+ years experience\u00a0leading\u00a0companies and I can tell you that\u00a0these principles have proven to be the very best way\u00a0to\u00a0have\u00a0a successful\u00a0Executive Team that will\u00a0lead\u00a0an organization to\u00a0TRUE GREATNESS!\u00a0 Here are the very notes from my 2005 talk:<\/p>\n
The Exec Team is the single greatest factor that determines Success or Failure for any Company<\/span><\/p>\n Responsibility of CEO to Exec Team:<\/span><\/p>\n Embody the values you look for in hiring the Exec team Hire the Right People for the Management Team:<\/span><\/p>\n Different Skill Sets (area of expertise) Integrity Exec Team Meetings:<\/span><\/p>\n Keep meetings efficient (only discuss critical issues) Exec Team operates with Total Trust in One Another:<\/span><\/p>\n Absolute and total Honesty and Open Communication (no back channel conversations or clandestine meetings about one another) I hope those notes prove to be helpful to some of you. I’m grateful I have been able to have experiences that have taught me so many\u00a0valuable lessons over the years and I am especially grateful that I have been privileged to work with teams of amazing people\u00a0over the years who have always taught me far more than I could have ever taught them.<\/p>\n Have a fabulous weekend everyone!<\/p>\n ~Amy Rees Anderson<\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" Earlier today I was\u00a0looking through some documents\u00a0and I found an\u00a0outline I had written for a talk I was asked to give clear back in 2005 on How To Build And Operate A Successful Executive Team. As\u00a0I sat reading\u00a0it, some\u00a0eleven years later, I can tell you that if I were asked to\u00a0talk\u00a0on that same subject today\u00a0I […]<\/p>\n","protected":false},"author":2,"featured_media":6657,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[698,2334,395,11967,11972,1545,46,11963,8257,929,11962,36,970,2401,287,4306,2052,96,97,11964,555,6054,6047,5802,218,1232,2089,11968,11970,118,34,3004,435,228,38,11965,1643,11966,3718,1288,5524,11961,2442,3557,6213,11971,4103,149,9385,647,11969,84,1927,79,130],"class_list":["post-7557","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-accountability","tag-accountable","tag-amy-rees-anderson","tag-approval","tag-areas-of-expertise","tag-atmosphere","tag-attitude","tag-backlash","tag-bad-feelings","tag-boundaries","tag-buy-in","tag-ceo","tag-challenge","tag-commit","tag-communication","tag-core-values","tag-credit","tag-culture","tag-decisions","tag-define-expectations","tag-direction","tag-documents","tag-efficient","tag-executive-team","tag-failure","tag-fight","tag-focused","tag-get-out-of-their-way","tag-hire-the-right-people","tag-honesty","tag-integrity","tag-issues","tag-lead","tag-leader","tag-leadership","tag-measure-success","tag-meetings","tag-operate","tag-passionate","tag-performance","tag-personalities","tag-personalties","tag-public-speaking","tag-punishment","tag-resentment","tag-skill-sets","tag-smarter","tag-success","tag-take-responsibility","tag-talk","tag-the-people-you-serve","tag-trust","tag-trustworthy","tag-values","tag-vision"],"_links":{"self":[{"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/posts\/7557","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/comments?post=7557"}],"version-history":[{"count":8,"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/posts\/7557\/revisions"}],"predecessor-version":[{"id":7565,"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/posts\/7557\/revisions\/7565"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/media\/6657"}],"wp:attachment":[{"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/media?parent=7557"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/categories?post=7557"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.amyreesanderson.com\/blog\/wp-json\/wp\/v2\/tags?post=7557"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nDo what you say you will and Live what you believe
\nCreate the atmosphere that allows honesty w\/out punishment or backlash
\nMake sure every Exec understands exactly where the company is headed
\nClearly define both your expectations and your success measurements for each Exec on an individual basis
\nMake sure every Exec knows the boundaries they can operate within (what they can do on their own w\/ and w\/out CEO approval)
\nGet out of their way and let them do the job you hired them to do
\nAlways give credit to your Exec team for every success
\nAlways take responsibility for every failure
\nCommit to allow and encourage a balanced lifestyle for your Execs
\nRemember that leadership isn\u2019t about you; it\u2019s about the people you serve<\/p>\n
\nHire people that are smarter than you are in their area of expertise
\nSame Core Values (see examples of Core Values):<\/p>\n
\nHardworking
\nWilling to say what they truly think (w\/out fear of being wrong)
\nWillingness to make decisions \u2013 has guts!
\nWilling to admit when someone else has a better way or idea
\nGenuinely Humble yet Confident
\nLoyal
\nRespectful of all others
\nOptimistic about the future and the people they lead<\/p>\n
\nOpenly hold each other accountable for individual performance
\nFight about issues, not personalities
\nChallenge each others ideas
\nPassionate, focused, and never boring
\nEgos are left at the door so the entire team can work together to formulate the best solutions
\nUltimately arrive at decisions that everyone agrees to support (total buy in)
\nNo one walks out of the meeting with bad feelings or resentment<\/p>\n
\nWilling to confront one another w\/ disagreements but always doing so in a respectful way
\nAlways resolve an issue (no unspoken resentments)
\nComplete commitment to the Team<\/p>\n