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Developing the leadership team

The ability of the leadership team to lead together is crucial to the future of the organisation

The ability of the leadership team to lead together is crucial to the future of the organisation. At its best, the leadership team models productivity, quality, collaboration, learning and good leadership for the rest of the organisation.

The leadership team operates and leads as part of a diverse system of stakeholders. To be successful, it is essential to maintain a vital and reciprocal relationship with the surrounding system so that the purpose, goals and actions of the leadership team serve the whole.

The leadership team is also an important home base for its members. When facing challenges, it is important that the team acts as a source of energy and support. The team also provides a mirror and an engine for the individual development of each of its members.

This is not always the case, and even a leadership team can lose purpose and focus. The dynamics can be unhealthy, so that instead of energising, work and membership in the leadership team are perceived as a burden.

Even an effective leadership team is faced with a new situation when members, or even a single member, changes - or when there is a significant change in its operational environment.

In these situations and at these junctures, the leadership team often benefits from a development process that takes the work of the leadership team to a new level - in terms of energy, quality of thinking, collaboration skills and productivity.

The benefits of the development process include:

  • strengthening trust and open interaction and dialogue

  • clarification of mutual expectations and roles

  • analysis and development of leadership team practices

  • more extensive use of different strengths, skills and resources

  • continuous improvement of the effectiveness and trust in the leadership team

Leadership team development process

The development process is often a three-stage process:


In the initial mapping phase we analyse the current state of the leadership team and the areas where the development needs to be focused in order to be most useful.

The leadership team always chooses its own development objectives.

Juuriharja challenges you to stretch your thinking and accelerates the progress towards the defined goals.


The individual development objectives of each management team determine the scope of the process. The sparring of the leadership team in the workshops is done with a strong coaching approach.

At the heart of the work is a joint, structured discussion and reflection, focusing on critical themes and issues raised by the management team and the process.


When developing a leadership team, it is important to work at both team and individual level.

Executive coaching provides support to develop as a leader and to promote objectives. In particular, coaching challenges people to work with themselves and to reflect on a broad range of issues and, through this, to develop an ever deeper understanding of themselves.

Important themes in the development of the leadership team:

  • the purpose and main tasks of the leadership team in relation to stakeholders' expectations

  • the leadership team as a team: strengths and risks

  • me as a leader and as a member of the leadership team

  • quality cooperation and good practices

  • a common leadership philosophy

  • learning and reflection

  • well-being


"There has been a lot of attrition in the SAK leadership team recently. We needed sparring and guidance to create a common understanding of leadership, the cornerstones of leadership and to reflect on our own personal leadership style. Under Rea's (Juuriharja’s) guidance we were able to achieve a lot and also got the tools to continue the development work among the leadership team."

Jarkko Eloranta SAK 150x150
Jarkko ElorantaPresident, SAK
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