6 Game Findings: High Performance Teams > Leadership & Decision Making | Talent and Performance Development | Scoop.it

"6 critical differences between top performers and the rest in the areas of leadership and decision-making."


Finding 1: Top Performers avoided the "Presumption of change" trap.

Evidence for Finding 1: Even though the game starts with each team inheriting a business from the previous executive team 95% of the participants showed no curiosity regarding how successful the previous leadership team had been and why!


...almost all new leaders focus on what they need to change but not what they need to preserve.


What to change is only part of the challenge and for whatever reason (ego, identity, peer pressure ...) showing a lack of respect for the previous team's achievements seems to be a good predictor of sub-optimal performance.


Finding 2: Top Performers suspended assumptions, thoroughly reviewed all available instructions/background research and actively sought out any available expert input.
 

Evidence for Finding 2: Senior teams or functional experts generally did worse in the game than expected and junior teams/non-functional experts generally did better than expected.


As people become more experienced and competent they often become more fixed on their "Golden Rules" ("this always works" or "never do this"). [These] can also close people down to a fresh examination of the facts available to them.

In many cases the evidence which was available would have directly challenged these golden rules if it had been properly and objectively evaluated.


Read the full post  for more.


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