I was speaking with the CEO of a fast-growing technology firm a couple of weeks ago. We were discussing how to build on their success by taking internal engagement, communication and alignment to a new level.
“I generally recommend starting with the senior leaders,” I explained. “Because leaders define culture, and people need to see their leaders walking the walk before they will follow”.
“Ah,” he replied. “But my leadership team are superstars. They are the best-of-the-best, they are going at 100mph and driving my business forward. Do they really need much input?”
It’s a great question. When we see poor leadership in our organisation, it’s easy to see the benefits of improved self-awareness, of a leadership toolkit or of a journey of growth. But… when our leaders are superstars?
In other words - do the healthy really need a doctor?!
Here are 5 questions to ask that can unlock growth when your leadership team already are superstars.
1. Have I celebrated them?
It’s great news that you have a team of superstars to rely on. You are in a privileged situation that is all-too rare. A superstar team can achieve truly great things.
And yet, precisely because these leaders are so low-maintenance and yet high-performing, it’s easy to underinvest in them in order to focus on the more pressing and painful challenges facing the organisation.
Action Step: Take a few minutes this week to thank them - not only for the results they are bringing in, but also for their professionalism, their character and your relationship. It’s such a simple thing but so easily overlooked.
2. Are we are team of high-performers, or actually a high-performing team?
At one point during my time at Cisco, I joined an incredible team. Everyone was a high-performer, with a strong track record internally and with key customers. And yet I could never shake the feeling that although we were a team of high-performers, we weren’t truly a high-performing team.