Our leadership team has grown to nine members because we wanted to give our top performers a seat at the table and make them feel valued. However, our meetings have become highly unproductive and we struggle to reach consensus. How do we reduce the size of our leadership team without destroying morale?

Question

Tyler Smith · Accepted Answer

A leadership team of nine is no longer a leadership team, it is a town hall. When a team gets that large, healthy debate degenerates into endless discussions, and individuals stop taking personal ownership of issues. The sweet spot for a leadership team is three to seven people.

To trim the team, you must decouple organizational status from leadership team participation. Sitting on the leadership team is not a reward for tenure or high performance. It is a highly demanding operational seat on the Accountability Chart that requires run-the-business responsibility.

Rebuild your Accountability Chart from scratch. Focus strictly on the major functions required to run the business, typically Sales, Marketing, Operations, and Finance, led by an Integrator. Only the leaders of these core functions should sit on the leadership team.

For the individuals who will no longer be on the leadership team, have direct, respectful conversations. Frame the change around efficiency and focus. Explain that removing them from the leadership team allows them to spend more time leading their departments and executing on their unique abilities.

Maintain their value and connection by ensuring they still have clear career paths, access to leadership development, and strategic input during departmental meetings. A smaller, focused leadership team makes faster decisions and drives better results for the entire organization.