Senior leadership team lacks alignment, they operate in silos and don’t collaborate effectively, there’s tension and mistrust between them that radiates throughout the organization.
Leadership doesn’t effectively communicate information, priorities, expectations and changes with the rest of the organization in a timely manner, or at all.
Lack of a clear career path for upward opportunities or professional growth for leaders and employees. No succession plan in place or onboarding plan for new hires.
Culture is missing a system, process, or support for resolving conflicts and disagreements between leaders and teams.
Departments, divisions, business units, offices, or teams work in silos by function and don’t really know what other areas of the organization are doing or how to leverage them.
Employee engagement and morale are low. Environment of constant change, uncertainty, ambiguity, complexity, and volatility. Motivation and engagement are missing.
Different levels of leadership don’t trust other levels. Different divisions or departments don’t trust other divisions or departments. It’s hard to navigate the politics.
Leadership behaviors are not aligned with stated leadership values or intended corporate culture.
- Safe environment:
Middle and lower level leaders, employees and staff are not empowered or don’t have a way to safely provide feedback to senior leadership, or leadership is not open to hearing new ideas and approaches.
Lack of accountability systems and structures across the organization. Nobody seems to be holding “them” accountable. (Every level of the organization says this about other levels).