I’m not asking the question to challenge the value added by your senior executives. It’s a question related to the resilience of your company based on your organizational structure and values. In other words: if your team was out for a month, would normal decisions continue to be made; problems get surfaced and resolved; and…
Too many companies stall out not because of poor strategy, but because the wrong people are leading key teams. This post helps CEOs distinguish between two powerful leadership styles—“I Managers” and “We Managers”—and shows how each one impacts culture, innovation, and long-term growth.
Some managers drive performance. Others quietly drain team morale. If you’re serious about building a strong leadership bench, it’s time to identify the “I Managers” in your company and help them grow into team-first leaders. This post walks through how to spot the signs, understand the root causes, and guide those managers toward more collaborative, effective leadership.