Most problems in a company do not originate “at the bottom” — they start at the top.

Most problems in a company do not originate “at the bottom” — they start at the top.

When leaders do not pull in the same direction, a lot of energy goes into friction rather than impact.

Often this is not about mindset, but about structures:

Leadership teams are sometimes too large to work together effectively.
Sometimes the fit is simply missing — in attitude, pace or the vision of the future.
And often target systems, bonuses or unclear alignment prevent real teamwork.

What we can learn from start-ups:
👉🏼 A shared vision, a desire to shape things and clear responsibility — leaving no room for ego-driven logic or political manoeuvring.

In established organisations, things often look like this:
Many good individual players. Experts in tactical manoeuvring. Putting on a good face — and a superficial harmony that often reveals its true nature outside meetings and workshops.
But no functioning team.

What we can learn from a good coach in situations like these:
👉🏼 We often ask ourselves the truly important questions too rarely — for example:
“Mr Zeisig, just between us — whom in your leadership team do you really trust? And whom do you not? Who pulls in the same direction as you — and who tends to pull against you?”

These questions have stayed with me.
Perhaps because they are uncomfortable — and at the same time bring clarity.

💡 My suggestion:
Anyone who wants real collaboration must shape leadership as a shared team effort — with clear structures, binding goals and a common understanding.
And with the courage to look honestly at the situation.

👉🏼 How do you experience this in your leadership team?
Is there a shared direction — or many well-intentioned individual solutions?

I look forward to your perspective!

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#Leadership #TeamDynamics #Leadership #Structures #Responsibility