Four Areas Where Senior Leaders Should Focus Their Attention

Four Areas Where Senior Leaders Should Focus Their Attention

Four Areas Where Senior Leaders Should Focus Their Attention

It was getting close to lunch time and the people seated around the table — the CEO and seven of his direct reports — were clearly getting antsy. But it wasn’t because they were hungry. In fact, they’d been eating snacks all morning, mostly out of boredom.

The COO was at the front of the room, talking through slides projected on a screen. The conversation was primarily one way, with the COO explaining and, when necessary, defending his work.

Finally, when we broke for lunch, the CEO took me aside and told me what we all already knew: “This is a waste of time.”

When you bring a senior leadership group together in a room, it’s a massive commitment of resources. The hotel and food are the least of it. Even the consultant, if you’re using one, is a negligible cost compared to the investment of monopolizing the focus of seven or eight highly compensated, time-starved leaders.

Yet how often do those meetings consist of one presentation after the next, while the executives listen numbly or answer emails under the table? How often does the conversation involve everything but the big issues that need executive attention?

With all that brainpower around the table, the focus of a senior meeting needs to be conversation, controversy, even conflict — not updates. Leaders should never sit and read together. They should be engaging and struggling with the organization’s most critical and difficult-to-solve issues.

So how do you get there? By creating an environment in which leaders are real, vulnerable, and brave with each other. An environment in which they can expose their weaknesses, break through silos, and engage one another with challenging questions, thinking, and decisions.

My first rule for these meetings is no slide decks. As soon as someone projects slides onto a screen, the entire focus of the room shifts from each other to a single person (at best) or their smartphones (at worst). Neither is useful.

Once the no slide deck rule is established, the team needs to choose where to focus their attention. Which brings me to my second rule. When I run senior leadership meetings, I make sure we focus on four things:

1. Decisions that move the needle. Don’t waste energy talking about expense reports when you should be talking about mergers and acquisitions or a new business line or a reorganization. Incremental improvements are the purview of lower levels of management. One of my clients, the CEO of a company with revenues of a billion dollars, likes to measure this is by the number of zeros involved. Are we talking about a $500,000 decision or a $5,000,000 decision? If there aren’t enough zeros, the decision isn’t strategic enough and shouldn’t absorb senior leadership time. Senior leadership should be focused on fundamentals, not incrementals.

2. The big arrow. Think of your company as one big arrow that contains lots of little arrows — projects, businesses, clients, business deals. The big arrow is your company’s culture, strategic direction, core competencies, and core values. The CEO and his or her leadership team own that big arrow. The problem is that, often, the little arrows point in different directions as people solidify their silos, bicker amongst themselves, and neglect the larger mission. Senior leaders have the responsibility to make decisions and act in ways that break through silos and align everyone with the strategic and cultural direction of the company. That’s how they can ensure all the arrows will be shooting in the same direction.

3. The next level of leadership. One of the most important roles of the most senior leaders is to engage the up-and-coming leaders, fostering their leadership and decision-making. That’s how a company grows. Talking about the next level of leadership, developing succession plans, pushing decisions to that level, including them in strategic discussions — those efforts are high return.

4. Undiscussables. Talking about the thing that no one is talking about is an almost foolproof way to improve company performance. Maybe it concerns another leader or maybe it has to do with the performance of a certain division. Maybe it’s about the CEO’s leadership style or a lack of trust among the senior team. Whatever it is, the mere fact that it’s important and not being discussed is a solid indication that it’s holding the organization back.

Dealing with whatever comes across your desk leaves the control in other people’s hands. CEOs and other senior leaders can’t afford to be that passive. Every single thing you do as a leader needs to have an impact. Your job is to think big. If the topic is outside the rubric of these four things, then it should be dealt with at a more junior level of the organization.

During lunch, I shared these four points of focus with the CEO and we agreed that the most critical one, for his team, was the way his direct reports were working together. Or rather weren’t working together. That had been an undiscussable for some time.

By the time the team got back to the room, the slide projector was gone. At first, people were off-balance. What about the work they had put into their presentations? What about the safety they felt hiding behind slides?

“Your brains are too valuable to sit through presentations,” the CEO said, “Your brains need to think together.”

Then he threw a zinger on the table: “Look around the room. Who’s not getting along with each other? Let’s talk about that!”

Silence ensued.

To the CEO’s credit, he did nothing to dispel the awkwardness. He tossed the ball and it was their turn to step up and run with it.

Finally, after what felt like forever, one of his direct reports spoke up, admitting what everyone else in the room already knew but never talked about: He and another person in the room were having a hard time working together.

And for the next three hours of lively, engaged, sometimes difficult conversation, not a single person looked at their email under the table.

Originally published at Harvard Business Review.


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11 comments

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  • Andrew Jernigan September 5, 2013 Reply

    Powerfully and succinctly said, thank you!

    I appreciate your insight, always insipiring.

    Andrew

    http://www.linkedin.com/in/andrewjernigan

  • nitin jain September 5, 2013 Reply

    Really interesting post. Liked it very much. Found it well aligned with many of your thoughts.

    Thank you!

    Cheers
    Nitin

  • Jay Shah September 6, 2013 Reply

    I did a similar but different exercise with managerial team of a corporation.

    There were groups that represented marketing, accounting, sale, merchandising, C level etc. Each team had to answer two questions.

    1) How do other teams view our team
    2) How do we view other teams.

    It was eye opening for all of them since what they expected how the other teams will view us was very much matching to the view from other teams. In other words there were no surprises and that itself was a surprise!

    The ice was broken or as they say – the moose was on the table!
    Then they focused on how to fix the gaps to make it positive.

    Unfortunately after I left the CEO did not take the ownership of tracking the progress so it was another waste of time!

  • Patricia Weijzen Peters September 6, 2013 Reply

    Thanks Peter, I really enjoy your articles. They read like ‘little stories’ that inspire me in my OD work to stay sharp and critical of my design and delivery. Thank You.

  • Blunt Nelson September 6, 2013 Reply

    Awesome post. Reminds me of those discussion we had in Startegic Management classes. Great post as it outlines getting Big Executives to cut what really matters.

    Thanks Bregman

    Blunt Nelson of http://www.largerthanthebox.com

  • Kerby Court September 6, 2013 Reply

    Well said. Your poignant insights shine a spotlight on the costly shortcoming of positional leadership. Just because a person is ‘in front’ doesn’t mean they are leading. You’ve identified with laser focus the high-ROI leadership tasks of ‘C-level’ execs.

    Practical. Actionable. Worthy of regular revisits.

    Thank you.

  • […] Four Areas Where Senior Leaders Should Focus Their Attention – Interesting post to help us on improving a meeting efficiency. […]

  • Vasanta September 12, 2013 Reply

    Wonderful post! Enjoyed reading it!

    Appreciate your insights and the way they are presented. Easy to connect and relate to. Its definitely going to be helpful..

    Vasanta

  • Bev September 12, 2013 Reply

    Excellent advise! Now if we could get all upper mgmt & CEOs to read & acknowledge these ideals!

  • […] Peter Bregman ’s recent article makes a very compelling case for not wasting time reading together, but instead using that hard-to-come-by time together to discuss and debate. […]

  • How to focus October 4, 2013 Reply

    One of the biggest problems people have working online is the huge number of distractions that are available. of course the best solution will be if you are able to train yourself to avoid being on facebook every five minutes or check your email every three minutes, but that as we know is easier said then done, thats where Project FoCus comes in to the picture, we have come up with a unique (patent pending) software where we could help you focusing on your project and have a normal schedule while working or doing a project online.

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