Move beyond the lone-wolf leadership model to build a cohesive executive unit. Learn how to dismantle artificial harmony and leverage cross-functional alignment for superior financial performance.

Real performance isn't about politeness; it's a deliberate, practiced process of moving past the 'hub and spoke' model to build a team that can handle high-stakes pressure.
샌프란시스코에서 컬럼비아 대학교 동문들이 만들었습니다
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샌프란시스코에서 컬럼비아 대학교 동문들이 만들었습니다

Lena: You know, Miles, I was thinking about that classic image of the CEO as a lone wolf—the "army of one" making every big call. But it turns out that’s actually a recipe for failure.
Miles: It really is. In fact, McKinsey research shows that companies with an aligned, effective top team are almost twice as likely to achieve above-median financial performance. Yet, here’s the kicker: nearly 75 percent of cross-functional teams are actually dysfunctional.
Lena: That’s a staggering number! And it’s not always obvious, right? Sometimes a room full of nodding heads is actually a warning sign of "artificial harmony" because people don't feel safe enough to disagree.
Miles: Exactly. Real performance isn't about politeness; it's a deliberate, practiced process. Today, we’re looking at how to move past the "hub and spoke" model to build a team that can handle high-stakes pressure. Let's explore how you can transform your executive group into a high-performing unit.