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CEO's Guide to Team Leadership

The document provides a checklist for CEOs to effectively manage their executive teams. It outlines steps in three key areas: 1) leading the team and developing individuals, 2) delegating some team management tasks appropriately, and 3) strengthening the CEO's own capabilities. The checklist includes actions like defining the team's purpose, assessing team composition, communicating expectations, rewarding behaviors, developing individuals, and identifying ways to improve as a team leader.

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764 views1 page

CEO's Guide to Team Leadership

The document provides a checklist for CEOs to effectively manage their executive teams. It outlines steps in three key areas: 1) leading the team and developing individuals, 2) delegating some team management tasks appropriately, and 3) strengthening the CEO's own capabilities. The checklist includes actions like defining the team's purpose, assessing team composition, communicating expectations, rewarding behaviors, developing individuals, and identifying ways to improve as a team leader.

Uploaded by

gsdiallo2
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

CEO Team

Management

CEO Checklist for Managing


Executive Teams
In our research, every high performing team we identified was led by a CEO who intentionally managed the
team. This checklist highlights a number of steps CEOs can take to more effectively lead their executive teams.
Use it to assess your approach to executive team management and where it might need improvement.

1. Leading the team and Developing the team and individuals


individuals 🔲 I have identified competencies that individual
team members need to develop and have
Managing the team developed a plan with each individual to help
them improve.
🔲 I have defined (or worked with my team
to define) and communicated the work of
🔲 I incorporate feedback for individuals about
the team.
their team performance in their annual reviews.
🔲 I have determined who should be on the
🔲 I manage out team detractors that don’t
team and if two teams are needed.1
improve with feedback.
🔲 I maintain ownership over the team meeting
agendas and process.
2. Delegating, but not abdicating,
Leading the team some team management tasks
🔲 I have communicated my decision-making 🔲 I have clearly communicated responsibilities
style and preferences to the team. and expectations to any deputy (e.g., COO,
chief of staff, or strong executive assistant) I
🔲 I am clear with my expectations of what have to manage some team processes (e.g.,
I want from the team (making a decision, meeting follow up).
providing input, etc.).
🔲 I have clearly communicated responsibilities
🔲 I demonstrate desired behaviors (lead by and expectations to any specific leaders
example). to whom I have delegated to lead certain
topics.
🔲 I reward (address) appropriate
(inappropriate) team behaviors.
3. Strengthening your capabilities
🔲 I reward (address) appropriate
(inappropriate) individual behaviors. 🔲 I have identified ways in which I need to
strengthen my capabilities to lead the team.
🔲 I draw out and amplify diverse and
underrepresented points of view. 🔲 I have identified ways I can get help (e.g.,
other CEOs, board members, coaches, team
🔲 I consider differential impacts of decisions members, etc.).
on people of color.

🔲 I understand and self-correct my


unconscious biases.

1 In our research, every high performing team we identified was led by a CEO who intentionally managed the team. This checkl

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