CEO & Top Team Development
Great CEOs are developed, not just appointed. HR plays a pivotal role in shaping how top teams learn, align, and lead at scale.
When people think of CEO development, they often imagine coaching or board feedback—but true executive growth is systemic. It’s not only about the individual CEO; it’s about how the entire top team evolves together to lead the organization.
As strategic partners, HR leaders are uniquely positioned to influence the development of both CEOs and executive leadership teams (ELTs). This involves shaping behavior, cohesion, and leadership capability at the highest level of the organization.
Why CEO & ELT Development Matters
CEOs don’t operate in isolation. They rely on their executive team to execute strategy, make high-stakes decisions, and steer culture. When the team lacks alignment or complementary skills, strategic momentum stalls.
From Individuals to a Strategic Unit
One of HR’s most important shifts is moving from individual development to team system development. This includes:
- Defining shared leadership behaviors across the top team
- Facilitating strategy alignment and conflict resolution
- Assessing and developing collective capability (e.g., innovation, change readiness)
- Building trust through open feedback loops and facilitated sessions
Common Development Tools and Approaches
- Executive coaching for CEO and ELT members
- 360-degree feedback and psychometric tools (e.g., Hogan, Korn Ferry)
- Team diagnostic assessments (e.g., Lencioni’s 5 Dysfunctions)
- Shadowing or observation in meetings, followed by feedback
- Scenario-based leadership simulations
HR’s Role in Executive Transitions
When new CEOs or executives join, onboarding at that level goes beyond systems access. It includes:
- Cultural alignment and stakeholder mapping
- Clarifying unwritten norms and decision-making styles
- Supporting early wins and symbolic acts of leadership
Coaching the CEO: A Unique Partnership
Coaching a CEO is different from coaching a mid-level manager. HR should:
- Establish confidential space for reflection and vulnerability
- Provide feedback from multiple levels (e.g., pulse surveys, board sentiment)
- Focus on strategic behavior patterns, not just tactical decisions
- Help navigate power dynamics, ambiguity, and public visibility
Measuring Impact at the Top
The ROI of top team development is hard to isolate but often visible in:
- Faster strategic decision-making
- Higher team trust and psychological safety
- Greater resilience during disruption
- More effective succession from within
Conclusion: Design the Team That Runs the Company
Developing the CEO and top team isn’t a luxury—it’s a strategic investment. HR’s role is to ensure that leadership at the highest level isn’t just capable, but cohesive, self-aware, and future-ready.