Senior Team Effectiveness

Few factors are as important to organizational success as the effectiveness of the executive team. A highly functioning executive team’s impact is felt in every facet of the organization, from strategy formulation to the speed and quality of decisions to day-to-day execution.

Resources spent on senior team and leader development have a cascading effect. Effective leadership – at both the individual and team levels – creates exponential value for the organization through its influence on strategy, people and processes. One leader’s effective decisions and actions has a ripple effect that can impact dozens or hundreds of employees, positively changing business performance for the entire department, business unit, or enterprise. Likewise, the impact of poor leadership can have a devastating impact on performance.
LeadFirst’s experience measuring the ROI of Executive Development for clients confirms that investing in the effectiveness of the Executive Team garners a remarkably high return. However, engaging a firm’s most senior leaders in efforts to improve their effectiveness, as individuals or as a team, can be daunting. These executives are, by nature, skeptical and their time is valuable. The standard for success for such initiatives is high. But the rewards, for the individual leaders, for the team, and for the organization, are significant.

For nearly 30 years, LeadFirst has excelled at developing individual leaders and leadership teams. Clients tell us that our success derives from a combination of three factors:
  1. Executive credibility through business context.
  2. Excellence in coaching, training and team building.
  3. The ability to measure both the need and the impact of such initiatives.

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Metrics That Matter Brief Description of Applicable Metrics
Participant Reaction, Satisfaction, & Planned Action Measures team member’s reactions to the program and outlines specific plans for implementation.
Learning Measures skills, knowledge, or attitude changes.
Application & Implementation Measures changes in on-the-job behavior and specific application and implementation.
Business Impact Measures business impact of the intervention.
Return on Investment (ROI) Compares the monetary value of the results with the costs for the intervention, usually expressed as a percentage.
Employee Productivity Improvement As measured by change in per capita sales, EBITDA or Market Capitalization from Time 1 to Time 2.
Employee Retention Unplanned employee attrition reduction from Time 1 to Time 2, including a financial impact calculation.
Culture Assessment Results Time 1 baseline to Time 2 re-measure on Diialog Organizational Culture PROfile.
Decision Effectiveness Improvement Time 1 baseline to Time 2 re-measure of decision quality, velocity, execution and friction.
Team Cohesion and Effectiveness Time 1 baseline to Time 2 re-measure on Team Alignment, Communication, Conflict Management, Innovation, Process, Team Orientation, and Trust
Key Stakeholder Testimonials Stakeholder verbatim regarding observed behavior change and/or business improvement.
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