Hi {{ subscriber.first_name }}, Have you ever wondered why some CEOs seem to effortlessly lead high-performing teams, while others struggle with endless meetings, stagnation, and frustration? The secret lies in how they build their executive teams. In this article, I’m going to share with you the key mistakes average CEOs make when structuring their leadership teams—and how great CEOs do it differently to drive results. Over the past 20 years, I’ve seen a clear difference between average CEOs and great ones, especially when it comes to building their executive teams. The thing is, your leadership team can either drive your business forward or slow everything down. Unfortunately, many CEOs make a few common mistakes that hold them back. Let’s break down those mistakes, why they matter, and how to fix them. 1. Hiring People Just Like YouIt’s easy to hire people who are similar to you. We all like people who think like us, have similar experiences, and approach problems similarly. It feels comfortable. But here’s the problem: When you surround yourself with people who think like you, you limit the range of ideas in the room. Why it’s an issue: You’ll end up with groupthink, and the business will start running on autopilot. New ideas won’t surface, and you’ll miss out on opportunities. Plus, you’re more likely to overlook risks because no one’s offering a different perspective. It leads to slow decision-making and, ultimately, stagnation. What to do instead: Hire people who complement your weaknesses, not reinforce them. Bring in diverse thinkers who can fill your gaps and challenge your assumptions. Yes, it might feel uncomfortable at times, but that’s how innovation happens. 2. Surrounding Yourself with “Yes Men” or Old FriendsWe all want to be around people who support us and make us feel good. It’s tempting to build a team of people who nod along and agree with everything you say. But if no one’s ever pushing back or questioning your decisions, you’ve got a problem. Why it’s an issue: Without challenge or debate, you’re running blind. If your team is full of people who just go along with your ideas, you’re not seeing the whole picture. Eventually, this will lead to poor decisions and missed opportunities. Your business will plateau because no one’s shaking things up or thinking differently. What to do instead: Get people on your team who aren’t afraid to challenge you or offer alternative solutions. You need those people who will speak up and say, “Hey, maybe there’s a better way to do this.” It might be uncomfortable in the moment, but it’s crucial for long-term success. 3. Rewarding Status Over ContributionSome CEOs make the mistake of giving people seats at the leadership table based on their loyalty or past achievements, not on what they’re currently contributing. It’s an easy trap to fall into, especially if you’ve been working with someone for a long time or they’ve been loyal to you. Why it’s an issue: This creates a dead weight on the team. When you have people who are there because of their history with you, not because they’re adding real value, meetings drag, decisions take longer, and things just don’t get done. You’re left with a team that’s more about titles and status than actual results. What to do instead: Reward people for what they’re doing now and what they can bring to the table in the future. Keep your leadership team full of people who are actively driving the business forward, not just hanging on because of their past accomplishments. 4. Making Your Team Too BigI’ve seen this a lot: CEOs feel like they need to include everyone in their leadership team, so the group grows and grows. While the intention might be good—wanting to be inclusive and recognizing people’s contributions—it leads to inefficiency. Why it’s an issue: A large leadership team slows everything down. Meetings become longer, decisions get bogged down, and it’s harder to get a clear direction. You spend more time managing the team than actually moving things forward. It also becomes harder to hold people accountable because there are too many voices. What to do instead: Keep your leadership team lean and focused. A smaller group means faster decisions, clearer accountability, and a more agile business. You don’t need everyone in the room—just the key people who can drive outcomes. 5. Ignoring Cultural Fit for SkillsSometimes CEOs are so focused on hiring someone with the right technical skills or experience that they overlook whether the person fits the company’s culture. While skills are important, if someone doesn’t align with the team’s values, you’re going to have problems. Why it’s an issue: If someone isn’t a good cultural fit, it creates friction within the team. You’ll see tension, reduced collaboration, and lower morale. Even if the person is great on paper, they’ll drag down the overall effectiveness of the team if they don’t fit in. What to do instead: Look for people who not only bring the right skills but also align with your company’s values and culture. When everyone’s on the same page, you’ll have a stronger, more cohesive team that can move faster and work better together. Final Thoughts...The way you build your executive team will make or break your business. Get it wrong, and you’ll waste time, get frustrated, and struggle to move things forward. Get it right, and you’ll have a team that drives results, challenges the status quo, and helps your business grow. If you want to improve your team and drive better performance, let’s talk. A high-performing leadership team can transform your business—and it starts with the right people in the right seats. Watch my latest video to deep dive on this topic here Andrea Petrone Performance & Executive Coach to CEOs, CXOs, and their Teams | Speaker | Facilitator You need more? Here are other ways to get value from what I do: 1) Read my previous newsletters and subscribe here 2) Watch and listen to the "The World Class Leaders Show" podcast and leave a review: 3) Do you want me to speak at your next event, coach you or your team? Book a call with me here |