How to Evolve from an Executive Group to a Leadership Team?

The terms “executive group” and “leadership team” may sound similar, but their meanings differ significantly. A group consists of individuals, each with their own goals and areas of responsibility. In contrast, a team is more than the sum of its parts: it is a group of people united by a common goal and a strong commitment to achieving it together. This distinction is crucial as an executive group evolves into a leadership team.

But how can we tell if we are already a team or just a group? And if we are just a group, how can we take a step towards becoming a true team?

Characteristics of a Leadership Team

The difference between a team and a group is not always clear. An executive group can operate effectively and achieve its goals, but a team goes further: in a team, all members support each other, share responsibility, and work towards a common goal. A team is not merely a nominal assembly at the top of an organizational hierarchy; it is a living, breathing unit of collaboration where everyone’s contribution is valuable.

If members of the executive group only discuss their own areas of responsibility and primarily focus on promoting their own agendas, they are simply a group of leaders. Conversely, if the group members genuinely feel responsible for each other’s success and primarily work towards a common objective, they are well on their way to becoming a true team.

Conflicts Are Part of Teamwork

In addition to a shared goal, another key factor in the executive group’s journey toward becoming a leadership team is its ability to address challenging issues together. This is referred to as the group’s conflict competence (Ristikangas & Rinne 2014). Since teamwork is not always smooth sailing, everyday interactions inevitably bring about tensions and conflicts. Conflicts are a natural part of human interaction, and at their best, they can be gateways to development. A successful leadership team is distinguished from a regular executive group by how it learns to handle disagreements constructively.

When team members dare to bring up even difficult topics and address them openly, the team can achieve a new level of understanding and collaboration. Resolving conflicts enhances psychological safety—the sense that everyone can express their opinions without fear of judgment or rejection. This feeling of safety is the driving force of the team, creating space for openness and mutual learning.

Why Evolve from a Group to a Team?

Why go through the rocky road of conflicts and change? Why can’t the executive group just continue as before?

The answer is simple: teams are more effective, innovative, and resilient. When a leadership team works seamlessly together, the entire organization benefits. Working towards a common goal and consciously reinforcing shared responsibility creates synergy that leads to better results than any individual group member could achieve alone. Moreover, teamwork allows for better responses to changes and challenging situations.

An Executive Group’s Journey of Change

In a growth company, the members of the executive group felt effective, but their collaboration was superficial. Each focused on their own area of responsibility, and discussions about long-term vision were minimal. Executive group meetings resembled elementary school “show and tell” sessions, quickly devolving into arguments over resources. Each defended their own area, feeling that resources allocated to others were taken from themselves.

Frustrated, the leader of the executive group called in an external coach to help. The coach highlighted how each member reported on their own work without listening to others, and how discussions quickly turned into debates where everyone only defended their own contributions. The coach’s observations prompted the group to reflect on their own behavior.

The functioning of the executive group changed. With the coach’s guidance, they first built a shared purpose for their leadership team. Then, attention turned to articulating a common goal. They realized that the issue had been a lack of a shared vision and objectives, leading each member to play only their own game.

As discussions about shared goals progressed, the members of the leadership team challenged one another to also express their own objectives. The conversations revealed underlying tensions, allowing the group to practice their conflict competence. The journey from an executive group to a leadership team had begun.

Commitment to Collective Development

Developing into a team requires commitment, trust-building, and above all, a desire to grow. A leadership team in which every member works towards a common goal and supports one another is key to sustainable success.

The arrival of an external coach often provides an awakening for executive groups when existing practices and habits are challenged. A professional in executive coaching can see the dynamics within the group and has the courage to bring up issues that need addressing. Conflict competence strengthens, and the journey from an executive group toward a leadership team has begun.

A group can begin to form a true team that shares a common vision and commits to shared goals. The team learns to use conflicts as tools for development while simultaneously building trust and a desire to succeed together.

Do you want to embark on the journey of developing into a team?
Explore our executive coaching services and get in touch.