Is Executive Team Development the Missing Link in Strategy Plans?
Strategy plans often sound strong in meetings. They look organized on slides, and they usually include goals that everyone agrees on. But when it's time to carry them out day to day, something gets in the way. That's where the gap shows up.
A written plan doesn't move the work forward on its own. It takes people. And not just any people, it takes leaders who stay connected, aligned, and ready to adjust together. That’s why executive team development matters. It’s often the missing link between a well-built plan and real follow-through.
Why Strategy Plans Often Fall Short
The best strategies can still fail when the people leading the work aren’t fully in sync. Even when teams agree on where they’re heading, the path to get there isn't always clear. Without shared habits and clear roles, plans drift or stall out. Sometimes, all the right ideas are in place, but the daily steps just don't line up. People may lose sight of the main purpose, and energy drops.
• Teams that don’t communicate early and often tend to move slower
• Individual goals sometimes pull attention away from the bigger picture
• Leaders may interpret parts of the plan differently without clear checkpoints
When leadership feels scattered, the whole plan feels shakier. Meetings get longer. Feedback gets lost. Momentum fizzles. A lack of strong alignment across the executive team doesn't just slow delivery, it weakens trust across the group. Teams may notice that excitement about the strategy wears off as the months go on, making it harder to inspire others to keep things on track.
What Executive Team Development Really Means
Executive team development is less about one big event and more about daily habits. It means building a group of leaders who learn and lead together, not just beside each other. Instead of working in silos, the team finds ways to check in, share what’s tough, and keep each other on the same page.
• The focus is on how teams talk, make choices, and support one another under real pressure
• It happens through regular, shared problem-solving and reflection, not only at off-sites
• It builds shared accountability and real trust that holds up when things get busy or complicated
Leaders practicing together in everyday work settings start to listen better and speak more clearly. They learn how to disagree with curiosity, not conflict. Those moments build confidence as a group, which helps set the pace for everyone else. Instead of waiting for something big to go wrong, these leaders make minor adjustments as they go. This creates a sense of safety for others to do the same and opens up honest conversations about what’s working and where things are getting stuck.
How Executive Team Growth Strengthens Strategy Execution
When planning season starts, it's easy to focus on the plan itself (what’s included, what’s missing, how goals will be measured). But strategy doesn’t live on a slide deck. It gets shaped by how people work to make it real. The day-to-day choices and interactions give a plan life, and smooth handoffs between leaders make the difference in keeping priorities moving forward.
Executive team development gives leaders a chance to practice this work together before they’re in the middle of a crunch. Teams who grow together tend to:
• Spot gaps and solve them before they slow things down
• Make faster decisions because they’ve built trust in each other’s judgment
• Share the responsibility evenly so one person isn’t carrying the full load
Strategy changes all the time during a year. Priorities shift, surprises pop up, and people are asked to do more with less. When the leadership team has a rhythm, those changes feel like a series of steps, not surprises. Instead of scrambling, they keep moving with purpose. Regular check-ins help the group spot trouble early and adapt together, rather than letting a small issue snowball into a bigger setback.
How Pivot in 60 Supports Executive Teams
At Pivot in 60, our executive development sessions are built for real-life strategy execution. Our 60-minute micro-learning format is practical, interactive, and lets executive teams work through real scenarios together. Each session is grounded in neuroscience-backed tools to help leaders form sustainable habits, not just quick fixes. This approach works across higher education institutions, nonprofits, and public or private sector organizations, creating space for ongoing growth as teams navigate both everyday work and major initiatives.
With an emphasis on collaboration and clear takeaways, we help teams build habits around communication, feedback, and accountability. These shared skills help organizations maintain strategic momentum even when things get busy or plans start to shift mid-year. Teams that practice together also learn how to respond quickly to shifting deadlines, taking the pressure off any one individual.
Executive teams often find that after a few experiences together, the way they approach meetings, projects, and challenges subtly improves. They become more willing to bring up tough questions, offer direct but caring feedback, and look for shared solutions rather than working alone. This doesn’t just help with current plans but sets a foundation for long-term progress, no matter what the next big strategic push looks like.
Signs Your Strategy Might Be Missing This Support
Sometimes a plan looks solid, but progress still lags. That doesn’t always mean the plan is wrong, it might mean the team needs support to lead the work well together. It’s helpful to watch for a few warning signs that point to a misalignment on the leadership side.
Here are a few signs we’ve seen:
• Deadlines keep sliding with no one sure why
• Meetings feel unclear, and leaders seem out of step on direction or timelines
• Progress updates focus on tasks, but no one discusses what’s getting in the way
These are often signs that people are working hard, but not always together. When executive leaders aren’t fully involved in checking how things unfold day to day, small issues grow. It's harder to make smart changes if people aren't calling out patterns early or reflecting honestly on what’s happening. When conversations focus only on the end results, teams miss the chance to solve root causes early and prevent repeating problems later on.
It can help to step back as a team and look at habits. Are check-ins being skipped? Does everyone know what the top priority is this week? If not, these are areas where an executive development process can make a real difference.
The Link Between Leadership Growth and Long-Term Wins
Strategy isn’t just a starting point. It’s something that needs attention throughout the year. When leadership teams grow together on purpose, they build habits that make it easier to stay focused and flexible. They ask better questions, they support each other, and they know how to step up without stepping on.
Successful teams don’t grow by accident. They pay attention to how they work together, not just what they’re trying to do. And those habits often matter more than the perfect plan on paper.
Big goals don’t happen just because they’re written down. They happen when the people leading them are ready and able to guide the work forward, together. Teams that grow together also tend to stick together for the long run, reducing burnout and keeping talented leaders engaged and excited about the future.
Building Real Momentum, Not Just Plans
At Pivot in 60, we see firsthand how strategy gains traction when leadership habits are practiced, not just planned. When the right group of people grows together, they move plans forward and shape how success is shared. That’s the value of steady, connected growth over time. For strategies that need stronger footing, our sessions help build the kind of momentum that lasts. Start by exploring how executive team development can support your goals, and reach out to us to talk through what comes next.