Staff the team with an eye for aptitude and attitude.
Start with roles, not people. When thinking about who should be on your leadership team, clearly define the role each person is to play first and then use that criteria to select them.
Act fast but fairly regarding those who don’t belong.
Give struggling leaders a chance to step up but apply a fair and disciplined approach to it. Promptly remove senior leaders who obviously aren’t making it or are killing the team's dynamic.
Stay connected while keeping your distance.
To ensure that the team members become and remain A-players, you must play a hands-on role with each individual, as their needs are uniquely different from one another. However, maintain your distance in order to objectively judge and act on their performance.
Build a leadership coalition beyond the immediate team.
Create a sense of teamwork with a larger leadership coalition, and not only with the top team in the organization. Engage leaders further down the totem pole, both individually and in groups. Include them when making select decisions with your top team. This puts more pressure on the top team to retain the same vision with the rest of the organization.

Create an effective leadership team

How to Apply This