Why Senior leaders must rethink what teamwork really means.
As a leadership team coach, this situation shows up more times than not.
Robert was recently promoted to Chief Sales Officer and joined the Senior Leadership Team (SLT). His sales record was stellar, and he was handpicked by the CEO, Peter. Previously, Robert had led one of the company’s largest sales regions, and he’s expected to keep building momentum, now at a group level.
At our first team coaching session, I asked him a simple question:
“Who’s your team?”
He answered without hesitation:
“My seven direct reports. I’m getting to know them, and we’ve got big goals ahead.”
When I explained I meant his peers in the SLT, his face shifted. Confusion. Surprise. Realization.
Like many newly promoted executives, Robert hadn’t fully grasped that joining the SLT meant inheriting a second team—the team of peers sitting around the leadership table with him.
The Common pushback
Now, at first, Robert was excited: “Wow, I’m part of the elite!” But as the team coaching session continued, he began expressing thoughts I’ve heard many times before:
- “But I’m already part of a team.”
- “This feels like more work!?”
- “I’m hitting my KPIs—why change what’s working?”
- “If Sales need something, I just go to HR or IT as support departments and because we’re a sales-driven company, my peers will deliver.”
- And eventually: “Honestly, I didn’t sign up for this.”
Then it hits home for Robert.
Robert realizes that his role has changed. He has a new boss, new responsibilities, and a new team of peers. While he’s still accountable for sales results, he’s now also expected to collaborate across functions and contribute to the success of the entire business.
The Default Position: Direct reports first!
This is what I call the Default Position—and it’s completely natural. Leaders often focus on their direct reports as their team, and for good reason. But at the senior level, that mindset becomes limiting. Here’s why leaders default:
- Comfort zone: Their identity is tied to what made them successful.
- Clear authority: They hold power in their own teams, not in the SLT, where influence matters more than control.
- Performance metrics: They’re still judged (officially or unofficially) on their department’s results.
- Lack of proper onboarding: Many organizations fail to reorient leaders to think beyond their silos.
The CEO’s 90-Day wake-up call
After a few months, effective CEOs reiterate this message to their senior leaders:
- “Your experience is needed in this room.”
- “I want to hear your perspective on all areas of the business—not just sales or marketing or finance.”
- “You’ll learn more from your peers than you expect—if you engage.”
- “You’re expected to collaborate outside of SLT meetings.”
- “The SLT runs the business. My role is to set direction and spot future trends.”
It’s often a moment of clarity for leaders like Robert.
What it really means to join a senior leadership team
This isn’t just a title upgrade. It’s a complete redefinition of what leadership means. Here’s what newly appointed senior leaders must understand:
1. You now serve two teams
Your functional team still matters—but your SLT peers are now your first team. This is where shared accountability begins.
2. You’re accountable for the whole business
Leadership at this level means making cross-functional trade-offs and prioritizing what’s best for the organization, not just your own department, because “If every leader optimizes for their own function, the whole system breaks down.”
3. You set the tone
The way you interact with your SLT peers influences how the rest of the company behaves. Trust and collaboration at the top drive the same throughout the org.
4. Your voice is a cultural lever
How you show up—whether you speak up, lean into tough conversations, or support cross-functional goals—shapes the company’s culture.
The good news?
Most leaders adjust faster than they expect—especially with the right support and coaching and that’s where I come in, helping senior leaders like Robert and his new team make this shift.
If you’re curious about how to strengthen your leadership team or want to learn more about effective team coaching, let’s talk.
📧 Paul@paul-renaud.com
📞 +40 743 180 012