Executive Team Building Case Study

Background/Problem Statement:

The members of the Executive Management team of a global multi-cultural firm are all very successful in the position they defend, but as a strong, aligned Executive Management team they are quite weak. To strengthen the team’s ability to work successfully together, communicate and be productive, the company hired a professional Coach.

Cornelia’s Coaching Approach:

Cornelia started with the assessment of each team member’s PI (Predictive Index). She analyzed the results, and got a clear picture of each person’s motivating needs, how each person communicates, delegates and makes decisions. Cornelia could also see the potential stress points in the differences and similarities of the team members. In addition, she was able to identify what the team member’s needed from each other and from the Coach to smooth the process.

Cornelia provided feedback of the results to each team member; so that they could get clarity of their own strengths and development points.

The next exercise was a team building session with all members. They were asked questions like:

  • What challenges do you face as a team?
  • Is the information flow within the team smooth and efficient?
  • Do you know what everyone is doing, and by when?
  • Is your responsibility within the team clear?
  • Do you enjoy working with everyone else in the team?
  • Which relationships work well, and which need strengthening?

Cornelia showed the team analysis and explained how different, and sometimes similar, styles create strengths and opportunities, while they can also cause tensions or miscommunications. This helped all team members to better understand the group dynamics. As building trust is one of the key stages of team development, Cornelia accomplished this by creating an understanding of the different team member’s styles and behaviors.

This workshop and the individual feedback session to each team member gave the Executive Management Team members a common language to use to better understand each other’s behaviors, motivating needs, communication styles, delegation styles and decision-making styles (individual or collaborative; quick or calculated; based on how much information?)

It helped them to succeed even more in business by optimizing the effectiveness in each other, while enjoying on a deep level the hard work together.

Additionally, with 5 out of the 7 Executive Management team members Cornelia worked monthly for one year in one-to-one Coaching sessions. This further supported them in finding and standing powerfully in their individual identity, and showed them how to work better together as a multi-cultural Executive Management team.