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Leadership Team Health Check

Leadership team members consistently make decisions that put the organization first - even when it challenges personal preferences or team-specific interests. We proactively engage the rest of the organization in top priorities, explain tough decisions by connecting them to our mission and goals, and reinforce those decisions publicly - even after disagreement - to ensure clarity and confidence across the organization.
Our leadership team actively anchors its decisions, strategy, and communication in our organization’s core Identity - our mission, values, beliefs, and more. We treat our Identity not as a static artifact, but as a living, breathing source of purpose and meaning that centers and energizes our culture - guiding not only our vision and goals, but also the daily choices and behaviors of our team.
Each leadership team member fully embraces responsibility for the organization’s goals, finances, culture, and performance. We step in to solve challenges beyond our own areas, hold each other accountable to team priorities, and speak in terms of "we" because we see ourselves in it together - willing to stretch beyond our individual roles to move the mission forward.
Leadership team members consistently and genuinely feel safe to speak up, challenge ideas, ask for help, and take risks - knowing they’ll be met with openness and support. We speak honestly - even when it’s uncomfortable - and admit when we’re wrong or unsure. We’re keenly aware of how our behaviors impact trust and psychological safety across the team, and we regularly work to act in ways that strengthen both.
Leadership Team members regularly hold each other accountable to commitments, values, and shared goals - without relying on the CEO to step in. Leaders name gaps in the moment and consistently hold each other to high expectations - making peer accountability a visible and defining strength of how the team operates.
Feedback flows consistently across our team - reinforcing strengths, naming improvement areas, and supporting one another’s growth. We regularly request feedback with clear direction, and receive it with openness, humility, and a readiness to take action.
Our Leadership Team surfaces tension early and directly - and draws on shared language or tools to engage in these conversations constructively. We see conflict as a necessary part of high performance and regularly move from tension to resolution. When challenging conversations create strain, team members take time to repair and restore relationships and trust.
Our leadership team takes ownership of the systems that shape how we work - from our meetings and processes to our norms and expectations. We design and maintain these systems thoughtfully, diagnose their weaknesses, and make intentional adjustments to strengthen culture and performance.
Our Leadership Team sets clear and meaningful annual goals and quarterly priorities that reflect what matters most. We use these goals and priorities to guide daily decision-making - and monitor progress in a deliberate, routine way. We protect our focus - saying no to competing demands and holding each other accountable to what we've agreed to focus on.
Our weekly Leadership Team meetings are focused and effective - and we hold a strong norm to reschedule when conflicts arise to maintain this essential operating rhythm. We have a strong quarterly planning rhythm to learn, assess performance, and reset direction as a team. We also leverage asynchronous routines to strengthen cohesion and alignment, and we hold each other to high standards for honoring and showing up to all of our rhythms.