team cohesion

Scaling Without Meetings? That’s Chaos Disguised as Freedom

/ Jana / Leave a comment

I had a leader who hated meetings. Every time one showed up on the calendar, I could feel the eye-roll coming.

But I wouldn’t cancel them.

Because I’d already learned the hard way what happens when scaling companies operate without real meeting rhythms: silos form, vision drifts, and people accidentally start working against each other.

Meetings aren’t overhead. They’re infrastructure.

Read more: Scaling Without Meetings? That’s Chaos Disguised as Freedom

The Research is Clear: Aligned Teams Outperform

Multiple studies confirm what founders often learn painfully in real life: misalignment is one of the fastest killers of execution and growth.

→ A McKinsey study found that aligned organizations grow revenue 2x faster and are 3x more likely to outperform competitors.

→ Harvard Business Review research shows that lack of cross-functional communication is the leading cause of execution failure in scaling organizations.

→ Gallup has consistently shown that clarity of expectations is a top driver of engagement, productivity, and retention.

Meetings — done well — are one of the simplest, most cost-effective ways to drive alignment.

But the keyword there is done well.

The Problem Isn’t Meetings. It’s Bad Meetings.

Here’s how you know you have a meeting problem:

• They are too long.

• They are update-driven (vs. decision or action-driven).

• People leave without clarity on next steps.

• There’s no clear owner or agenda.

• They feel like a calendar tax, not a clarity tool.

The 4 Meeting Types Every Scaling Company Needs

Rather than killing all meetings, smart founders get intentional about designing the right meeting rhythm.

Here’s a framework I’ve seen work again and again:

1. Strategic Leadership Meeting

Cadence: Monthly or Quarterly

Purpose: Align on vision, KPIs, resource allocation, and future planning.

2. Weekly Team Huddles

Cadence: Weekly

Purpose: Quick updates, roadblocks, and focus for the week.

3. Cross-Functional Syncs

Cadence: Bi-weekly or Monthly (as needed)

Purpose: Prevent silos and collisions between teams that share workflows.

4. Ad-Hoc Problem Solving Sessions

Cadence: As needed

Purpose: Create speed around emerging problems or decisions — don’t wait for the next scheduled meeting if something is on fire.

How to Know If Your Meetings Are Working

Here’s a simple analysis to run on every meeting you hold:

QuestionIf “No,” You Have a Problem
Did we make a decision or remove a blocker?Meeting wasn’t valuable.
Did we clarify what matters most?Meeting wasn’t focused.
Does everyone know their next action?Meeting lacked ownership.
Could this have been an email without losing alignment?Maybe you didn’t need it.

Rhythm Drives Speed

Scaling businesses aren’t slower because of meetings.

They’re faster because they meet with purpose.

When your team is clear, connected, and aligned — decisions happen faster, execution is cleaner, and growth happens without the drama.

Scaling without meetings?

That’s chaos disguised as freedom.

Corporate CPR Episode 116: How Not Focusing on Teams Might be Killing Your Company

/ Jana

On today’s episode we are talking about how not focusing on great teams might be killing your company.

James Scouller, an executive coach, thought leader, and author, has dedicated 45 years to leadership. His four books reflect his profound focus on the psychological challenges confronting leaders and teams. The Three Levels of Leadership, his debut, revolutionized leadership literature with groundbreaking models and tools. Despite minimal promotion, it garnered global acclaim, inspiring countless CEOs. His latest trilogy, How To Build Winning Teams Again And Again, released in January 2024, serves as a companion to his first work. With a rich background in international leadership and coaching, Scouller continues to empower leaders and teams, embodying expertise in psychology and martial arts.

Episode Highlights:

  • Commitment is Key: Teams need to address the psychological aspect of commitment before diving into trust and psychological safety. Without a shared commitment to the team’s goals, dynamics can quickly unravel.
  • Balanced Team Composition: Building effective teams requires more than just assembling individuals based on job titles or regional expertise. Teams must ensure they have a diverse mix of behavioral roles to cover problem-solving, planning, conflict resolution, and other essential functions.
  • Clarity in Decision-Making: Successful teams establish clear processes for decision-making to avoid ambiguity and ensure alignment. Whether through discussion-based consensus or democratic voting, defining decision-making mechanisms helps teams stay focused and accountable to their goals.
  • Conflict is Necessary for Growth: While conflict within teams is often seen as negative, it’s essential for healthy team dynamics. Task conflict, where ideas are debated constructively, is a sign of a good team. However, many teams struggle with conflict avoidance, which can lead to passive aggression and hinder creativity.
  • Understanding Individual Dynamics: Teams are comprised of individuals with unique motivations, fears, and life experiences. Effective leaders need to understand what makes each team member tick and foster an environment where individuals feel valued and understood. This personal connection is crucial for building strong teams.
  • Seven Action Principles for Team Success: James shared seven action principles for achieving team success. These principles provide a roadmap for addressing key psychological issues within teams and improving overall effectiveness.

Top 3 Takeaways for the Audience:

  1. Whether you’re struggling with team building or simply want to improve, it’s important to recognize that the art of building and regenerating teams is learnable. With effort and practice, anyone can develop the skills necessary to build effective teams.
  2. While improving team dynamics requires dedication and practice, the effort invested in developing these skills will ultimately pay off. Not only will you enjoy your work more, but your teammates will also benefit, and your company will see better results because of improved team dynamics.
  3. To support your journey in mastering team building, there are resources available, such as books and tools, that can provide guidance and insights. By leveraging these resources, you can gain valuable knowledge and techniques to enhance your team leadership abilities.

For More Information Related To This Episode:

https://leadershipmasterysuite.com/cc/

Corporate CPR Episode 114: Corporate CPR Episode 114: How Imposter Syndrome Can Hurt Teams and Threaten Your Company

/ Jana

On today’s episode we are talking about how imposter syndrome can hurt teams and threaten your company.

Tiffany Houser is a passionate advocate for personal transformation and leadership development. With a focus on coaching senior leaders and high-achieving founders, she empowers them to experience profound breakthroughs in their authentic leadership style, vision, and purpose. Drawing from her own journey of growth and success, Tiffany is dedicated to helping individuals align their beliefs and actions to thrive in their new leadership roles. Through her coaching, she helps leaders cultivate self-awareness, emotional intelligence, and a growth mindset, enabling them to define their vision, overcome obstacles, and foster a culture of contribution and resilience. As the founder of EVOLVE, Tiffany and her team provide transformative experiences and coaching services to organizations seeking to embrace change and cultivate self-worth.

Episode Highlights:

  • Common Imposter Feelings vs. Toxic Imposter Feelings: Imposter syndrome manifests in two main ways. Common imposter feelings involve doubting oneself and feeling inadequate, while toxic imposter feelings involve projecting those feelings onto others, resulting in behaviors like micromanaging or aggression.
  • Impact on Leadership and Teams: Leaders experiencing imposter syndrome, especially when new to an organization, may struggle to enroll their team in new ideas or strategies, leading to resistance to change and breakdowns in communication. Toxic imposter feelings in leaders can lead to negative behaviors that harm team dynamics and creativity.
  • Role of Organizational Culture: Poor internal communication within organizations can exacerbate imposter syndrome by creating uncertainty and mistrust among employees. Leaders need to foster an environment of open communication and transparency to mitigate the negative effects of imposter syndrome on their teams.
  • Identifying the Problem: The key takeaway is the importance of identifying and acknowledging when you’re experiencing challenges or issues, particularly related to insecurity and self-doubt. Many leaders may suppress these feelings, which prevents them from addressing and overcoming them effectively.
  • Impact on Decision-Making: Indecisiveness and a lack of trust in oneself are highlighted as significant consequences of feeling like an imposter. This can manifest in reluctance to make decisions or seek validation from others excessively, ultimately leading to a loss of confidence and effectiveness in leadership roles.
  • Addressing Behavioral Patterns: The conversation emphasizes the need to address unhealthy behavioral patterns, such as perfectionism, overworking, busyness, comparison, and people-pleasing. These patterns can hinder personal growth and contribute to a toxic work environment if left unaddressed. Instead, it’s crucial to foster a culture of communication, curiosity, and understanding to create a supportive and productive work environment.

Top 3 Takeaways for the Audience:

  1. Understand that feelings of insecurity and impostor syndrome are common and not inherently negative. Recognize and accept these feelings can be the first step towards growth and self-improvement.
  2. Everyone, regardless of their position or status, experiences moments of self-doubt and insecurity. Knowing that even successful individuals face these challenges can provide reassurance and perspective.
  3. Encouraging a mindset of curiosity and openness to possibilities can lead to more effective leadership and problem-solving. Instead of judgment or blame, approaching situations with curiosity allows for exploration and growth.

How to Connect with Tiffany:

Website: http://www.loreta.today/

LinkedIn: https://www.linkedin.com/in/tiffanyhouser

Corporate CPR Episode 45: How to Effectively Manage Global Teams

/ Jana

On today’s show, we discuss how to effectively manage global teams.

Dr. Rajesh Kumar is a consultant and a retired business academic specializing in global business. He has an undergraduate and a Master’s Degree in Economics from the University of Delhi, an MBA from Rutgers University, and a Ph.D. in International Business from the Stern School of Business at New York University. He is also a Certified Global Dexterity Trainer.

Originally from India, Dr. Kumar has lived and worked in the United States, France, Finland, Netherlands, New Zealand, Denmark, and the United Kingdom. He has taught at Penn State, Ohio State, Babson College, and Menlo College in the United States, the University of Nottingham in the U.K., and the University of Aarhus in Denmark, among others.

Dr. Kumar specializes in the art of doing business across cultural boundaries. As companies go global they must deal with suppliers, customers, and even employees coming from different cultural backgrounds. This impacts all facets of business operations ranging from how you negotiate business deals to how you motivate employees and manage them.

Dr. Kumar has led training programs for global companies on Doing Business in India, Negotiating Cross-Culturally, and Managing Strategic Partnerships. Global Strategic Advisory, of which Dr. Kumar is the principal, offers training programs to companies seeking to enhance their global presence. Dr. Kumar is also part of the Partner-Alliances Collective, a group of professionals involved in managing alliances.

Dr. Kumar has a passion for reading, spirituality, and wine tasting. His global experience adds to his vast knowledge, in which he has many fascinating stories to tell.

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