Peer feedback around authenticity, attentiveness, assertiveness, and accountability can cohere executive teams. And, peer feedback can create the conditions required to clarify roles and align priorities.
My colleagues and I call these four ways-of-being the "four-As". This post is about how to apply the four-As to provide direct developmental feedback to others and to yourself.
I was recently working with the senior leadership team at a very successful medical device company. Their business was going great. The problem was that the team atmosphere had gotten so bad that even the CEO didn't enjoy working with his team.
During an alignment workshop we had team members give each other direct peer feedback using three of the four-As. As a result, we were able to transform the working atmosphere of the team from de-energizing to energizing...