Why most executive teams fail to collaborate – and how to fix it for lasting success

Does your executive leadership team have a one-team mindset?

When we engage with teams that are frustrated by a lack of resources or worried about inconsistent performance, we often discover that the root of the issue lies not solely in external constraints but in a lack of clarity around purpose and direction. When teams don’t have a clear sense of why they exist and what they are working towards, it leads to muddled thinking and poor decision-making. Without a defined purpose, it becomes much harder to prioritize tasks and determine where to focus efforts. Knowing and understanding the team’s purpose acts as a guiding compass, helping to streamline activities and ensure that energy is spent in the most impactful areas.

It’s important to note that this isn’t about dismissing the very real challenges teams face—whether it’s being stretched too thin, dealing with a talent gap, or navigating limited resources. These challenges are very real, and we recognize the pressure they create. However, the best way to tackle these obstacles is for the executive team to come together with a unified approach. When senior leaders collaborate effectively, they can provide the clarity needed to guide the organization through these challenges.

As Dan Meek, CEO of LIW, emphasises,

“Senior leaders need to be ruthless with the to-do list. You can’t do everything, so if you can only do 75% of the to-do list, make sure it’s the right 75%.”

This highlights the importance of focus—executive teams must work together to ensure that they are aligned on priorities and purpose. By doing so, they can maximize their efforts in the areas that matter most, ensuring that their teams remain engaged, motivated, and capable of achieving their goals despite resource limitations. The key is not in attempting to do everything but in choosing to do the right things together as a cohesive leadership team.

What’s the difference between your team knowing and understanding your goal?

Just because you have a beautifully written and presented strategy, it doesn’t mean people will have the same understanding. You know what you think the team purpose is, but is your understanding the same as your colleagues? When did you last check to see if they matched?

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Top-down led, bottom-up built

To change culture effectively, we recommend adopting a "Top-down led, bottom-up built" approach. This strategy recognises that while team members are closest to the day-to-day work and often best positioned to suggest improvements in working practices, senior leaders play an equally critical role. As a unified group, they are responsible for creating the space and flexibility needed for innovation, experimentation, and sustainable change to take root.

Senior leaders must foster an environment where collaboration and new ideas can flourish, but this requires more than simply directing teams from the top. It demands a shift in perspective—one that enables leaders to move beyond their immediate teams and understand the organization as an interconnected system. As Andy Chevis, Head of Design & Research, points out, "In our executive leadership programs, we often find leaders make the greatest progress when they develop their ability to ‘see the system’ rather than limiting their perspective to that of a singular team." This ability to "see the system" empowers senior leaders to act not just as individual contributors or department heads, but as a central, cohesive team.

When senior leaders embrace this mindset, they can capitalize on opportunities to connect people across teams and functions, breaking down silos and creating a more agile and responsive organisation. This cross-team collaboration is key to embedding new ways of working and driving meaningful culture change from within the entire enterprise. A united executive team that understands the bigger picture sets the stage for the rest of the organization to align behind a shared purpose and vision, ensuring that cultural change is both authentic and sustainable.

Executive team members don’t (always) have all the answers

The second big shift in moving to a one-team mindset is for senior leaders to recognise that there’s strength in admitting you don’t have all the answers. We recognise that it might feel uncomfortable because historically organisations have traded on the currency of expertise and knowledge, resulting in senior leaders being seen as the people with all the answers.

Admitting you don’t have all the answers can feel vulnerable but the flipside to asking colleagues, ‘I don’t know, what do you think?’ is collaboration, creativity and innovation. As a HR leader, you'll be amazed at the transformative impact you can achieve when you create the space for executive teams to truly collaborate.

Where are the gaps in the executive team?

In our experience, it's one thing for HR leaders and their CEOs to recognise that an executive team isn’t performing, but it’s a different challenge altogether to pinpoint why this is happening and what specifically needs to change. Often, teams struggle because they lack clarity around their purpose, vision, and ways of working together. Without this foundation, it’s nearly impossible to create the kind of collaborative environment necessary for success. To help diagnose the root causes of underperformance, we encourage HR leaders to take a few minutes to reflect on these five key areas from our Team Acceleration Program. These questions will help you identify gaps and opportunities in your executive team, giving you a roadmap for improvement.

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1. Context and Core Tools: Does the team share a common language and approach to teamwork? Beyond just completing tasks, does the team have a clear understanding of what 'teamwork' looks like for them, creating alignment in how they operate together?
2. Purpose, Vision, Strategy: Does the team understand why they exist? Is there a shared vision for what success looks like in the future, and does it align with the organization's overall goals? A clear sense of purpose and direction is critical for motivating and aligning efforts.
3. Team Dynamics and Behaviors: Is the team fostering a collaborative, inclusive environment where every member feels psychologically safe? Can team members challenge each other respectfully without fear of judgment, ensuring that no one person is elevated as a ‘hero’?
4. Leadership and Individual Impact: Are team members taking responsibility for their personal development and actively contributing to the team’s success? Effective leadership means that everyone is proactive about improving their skills to accelerate the team’s performance.
5. Execution and Embedding: Does the team have the right processes and tools in place to execute and reflect effectively? Are frameworks like Agile being used to support planning, teamwork, and continuous improvement through feedback, coaching, and reflection?

By spending time reflecting on these areas, HR leaders can begin to uncover the barriers holding their executive team back and start paving the way for a higher-performing, truly collaborative team.

Let’s change how we work for the better

The reality is, as HR leaders, we can’t predict what tomorrow, next week, or even next month will bring. In today’s rapidly evolving world, uncertainty is the new normal. However, while we can’t control the future, we can equip executive teams with the strong foundations they need to lead effectively, bring the entire organization together, and enable all teams to deliver impactful results. When executive teams embrace collaboration and a shared sense of purpose, they create an environment where agility, innovation, and resilience thrive. By cultivating these foundational behaviors, you can help foster a culture of unity and continuous improvement - key ingredients for sustained success in any organization.

To support executive teams in adopting this approach, we’ve developed a practical, five-point checklist. This checklist is designed to promote a "one-team" mindset and help executive leaders create an environment that drives performance, collaboration, and change.

One-team mindset five-point checklist:

1. Make “What do you think?” a core part of your leadership vocabulary: Encourage input and perspectives from your team to build inclusivity and promote diverse ideas.
2. Turn asking for help into a core leadership practice: Normalize seeking support from others, which fosters collaboration and strengthens relationships across the organization.
3. Make creating an environment of psychological safety and trust a priority: Lean into difficult, open, and honest conversations, and give others permission to do the same. This will build trust and allow your team to address challenges head-on.
4. Work together to create space and flexibility for change: Empower your team to be adaptable and open to new ways of working, which is essential for navigating uncertainty and driving innovation.
5. Recognise that behind “I don’t know” lies creativity and collaboration: Acknowledging gaps in knowledge opens up opportunities for new solutions, innovation, and shared resources. Embrace the unknown as a starting point for growth and collective problem-solving.

By guiding your executive team to embrace these behaviors, you’ll create a leadership culture that not only delivers results but also empowers the entire organization to thrive in the face of constant change.

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Building executive teams engagement in the need to invest in their ways of working

Getting executive teams to engage in their own development can be particularly challenging due to a variety of factors. First, many senior leaders feel the pressure of their day-to-day responsibilities and may struggle to carve out time for personal or team development amidst competing priorities. They often view leadership development as a "nice to have" rather than a necessity, especially when faced with the urgent demands of running the business. Additionally, executives may believe that by the time they’ve reached this level, they’ve already mastered the skills they need, leading to resistance or complacency around further development. There’s also the challenge of vulnerability—executives are often expected to be the most knowledgeable and competent people in the room, which can make it difficult for them to acknowledge areas where they need growth. If you are looking for a catalyst to engage your executive leadership team in prioritising their own development try this activity.

Lightbulb moment: the two-minute challenge

This is a challenge we typically run with senior leadership teams, to help engage the team to see where they are now.

1. Ask each team member to record a two-minute video explaining what the team strategy and purpose is
2. See how many different versions of the strategy are recorded
3. On a scale of 1-10 how difficult was it to explain and where did people get stuck?

It’s always interesting observing the reactions in the room, seeing lightbulbs go off and using that experience to start a conversation that will give everyone clarity. A well-facilitated series of discussions can lead to a rich conversation that can engage your executive team in developing their ways of working as a team.

Conclusion: building high-performing executive teams for lasting success

In today’s unpredictable business environment, HR leaders play a critical role in helping executive teams evolve from a group of individual leaders into a truly collaborative, high-performing unit. By focusing on key areas like shared purpose, psychological safety, and team dynamics, executive teams can lay the foundation for a culture of innovation and agility that permeates the entire organisation. The strategies outlined in this article provide a roadmap to address common challenges and help executive teams work together more effectively. Creating lasting change often requires an external perspective. This is where experienced facilitators can be invaluable. Outside facilitators bring fresh insights and expertise, guiding executive teams through the process of building trust, improving communication, and creating the space for real collaboration. They offer structured support that accelerates the team's development and helps embed new ways of working. If you’re ready to take your executive team to the next level,  reach out to explore how we can help you build a stronger, more unified executive team that drives success throughout your organisation.

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