Based on the answers submitted in the survey, it’s time to pat yourself on the back. Very few survey respondents reach this level of success. Use the examples below as a guide to measure against what you’re experiencing on a regular basis in your organization—and see if there are any places where your organization could be even stronger. However, with an organization this strong, it’s likely time to look to the future.

CEO & Executive Team Leadership

When organizations are in such a strong space, this empowers the CEO to be focused on growth strategies. They’re supported by a robust leadership team, so their focus is on a few key areas of the company: talking to customers, understanding shifting market dynamics, and looking outward to new opportunities. CEOs in strong orgs are able to prioritize their personal needs such as physical and psychological health as well as key personal relationships. Problem solving in a strong organization involves all leaders equally pouring into the best solution for the organization and the client. There’s a mutual sense of respect among the leadership team, and when faced with a specific challenge, it’s understood that robust dialogue and passionately stated opinions are productive and important. Because of the leadership team’s cooperative and collaborative mindset, the CEO can confidently delegate to them and know that if obstacles arise, they will bring them forward with proposed solutions. Among such a healthy leadership team, there’s also no fear of speaking their minds in front of the CEO. This open, team-focused mindset is critical to success and must be constantly and consistently fostered.

Culture & Performance

Strong organizations have a culture that feels permeable—everyone is focused on “we” instead of “I” and because of this, the future feels bright. There’s an energy and optimism among the team; not only are projects going to market on time, but employees feel like the very best of their strengths are being brought to the table. There’s a culture of appreciation, and everyone is given appropriate autonomy to do their part. The group constantly focuses on what clients need and how to be the best in the space. If something doesn’t go quite as planned, the CEO is the first to own the mistake and create a learning opportunity for his or her staff. In general, employees enjoy their colleagues and look forward to celebrating wins and milestones. Culture must be constantly nurtured, however, as it does not take long for a change in culture to negatively impact the team, productivity, and ultimately the client.

Next Steps – For Your Consideration  

For organizations that are “strong”, the challenge is to move forward rather than resting on your laurels. Many organizations have experienced wild success, often prolonged, only to miss a major market change and quickly become irrelevant. Strong CEOs are always looking ahead, reading, asking good questions, consulting the experts on what comes next. This allows continued growth and excitement for the team and minimizes risk that problems are allowed to fester. Here are some ideas to consider:

  • When you look carefully and honestly at your leadership team, are there a) underutilized members, b) underperformers, or c) troublemakers? When was the last time you sat down and had a heart to heart (not just a 1:1) with each of them? How are they doing personally? Are they feeling fulfilled? Are they having fun? Do they feel supported and encouraged?
  • Is there a department(s) about which you have some concerns / where you have seen some slipping? Take some time to analyze and uncover the root cause. Is it a leadership issue? A problem with a process? What guidance can you provide that leader to resolve the issue?
  • Where are you personally? Are you fulfilled? Challenged? Living your best life? What is something you have always wanted to do that you can finally tackle now that your team is so strong?
  • In your conversations with clients, what are they not saying? What needs do they have that they don’t even know about yet? What outside resources are you engaging to ensure you stay one step ahead of them? 

Want to discuss your survey results in depth?

Reach out to me to schedule a free 30-minute discussion. I’d be glad to take a closer look at specifics within your organization that might be causing some slipping potential in your organization.

During our time, we’ll address your questions around:

  • Organizational culture
  • Leadership team dynamics
  • CEO lifestyle and effectiveness
  • Organizational performance

About me: My name is Kirk Lohmolder, and I’ve spent the better part of my career in executive leadership, guiding teams through business development, strategy, marketing and sales opportunities. Now I’m investing my days meeting with CEOs who need someone who can get a pulse on organizational dynamics and provide tangible, action-oriented insight. Learn more about me here on LinkedIn.

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