Breaking the Silence: Confronting Dysfunction in Executive Teams

At the top of any organization, the executive team sets the tone for performance, collaboration, and strategy. Yet even the most experienced leaders aren’t immune to dysfunction. When communication falters and trust erodes, decision-making slows to a crawl and organizational silos start to build. It’s a slippery slope—and one that many CEOs underestimate until the damage is hard to reverse.

One common crack in the leadership framework is what experts call ‘avoidant agreement.’ It happens when leadership team members nod along in meetings without fully buying in, then quietly act in opposition afterward. This passive resistance delays progress and breeds resentment. CEOs can counteract this by fostering an environment that encourages open disagreement without fear of reprisal—welcoming challenge as a sign of engagement, not defiance.

Another problematic dynamic arises from a lack of role clarity. When executive responsibilities overlap or go undefined, confusion reigns, and finger-pointing often follows. Without a clear blueprint of who owns what, accountability vanishes. Successful leaders are those who routinely revisit their org chart, clarify decision rights, and ensure that everyone knows not just what needs to happen—but who is driving it forward.

The third and perhaps most deadly dysfunction strikes when silos form. When functional heads prioritize departmental agendas over shared outcomes, collaboration breaks down. This isn’t just a workflow issue—it’s a cultural one. CEOs must champion cross-functional wins and build rituals, such as joint planning sessions or unified KPIs, that unify the team around common goals.

In the end, tackling executive dysfunction requires courage and intentional design. Great leadership teams don’t become so by default—they’re built through honesty, mutual respect, and the willingness to evolve. For CEOs, the real power lies not just in setting the pace, but in sculpting the cohesion that makes the pace sustainable. Dysfunction is inevitable—but with vigilance, it doesn’t have to be permanent.