Successful placements of C-level positions often fail only at first glance due to an alleged “non-performance” of the new hire. Instead, typical reflexes of repulsion by the established, receiving team are doing the works. Those could be actively managed, minimised and turned into value by explicitly integrating newcomers. More and more supervisory boards and CEOs have realised that the “paradigm of heroic leadership by individuals” destroys actual value and therefore they invest consciously and pro-actively in strengthening their top teams.
Target Groups: All top teams that have been chosen to co-operate over a significant period of time (e.g. executive boards)
Typical Situations: Either following the recruitment of new team/board members or at the starting point of a newly assembled top team
Duration: 1 ½ days (“off-site”), then ”half-day sessions” every 3-6 months
Feel free to contact us for an inspiring exchange on the topic.
“Bridge Salons“ on Social Sustainability
(Post-)Heroic Leadership of Organisations, Ecosystems, Societies and Ourselves