CEO Tool
Executive Team Effectiveness Assessment
A short assessment each member of the leadership team completes, including the chief executive. Compare results as a team, then agree a few actions. Read it here, download the editable Word file, or print it.
CEO and executive leadership team
Organization
Team
Facilitated by
Date
1. How to use it
Each team member, including the CEO, rates the statements confidentially. A facilitator or trusted colleague compiles the averages and the range of answers. The team then discusses the results together.
2. Team effectiveness
Rate each statement on the 1–5 scale. Wide differences in answers are often more revealing than low averages.
3. Team discussion
Use the results to talk about what the team does best and where it gets stuck.
- Our greatest strength as a team:
- Where we get stuck:
- One thing each of us will do differently:
4. Team action plan
Agree no more than three improvements, each with an owner and a date. Revisit in six months.
Rating scale
| Rating | Meaning |
|---|---|
| 5 — Strongly agree | A clear strength; consistently true. |
| 4 — Agree | Usually true. |
| 3 — Neutral | Sometimes true; mixed. |
| 2 — Disagree | Rarely true; improvement needed. |
| 1 — Strongly disagree | A significant gap. |
Team effectiveness
| Statement | Rating (1–5) | Comments |
|---|---|---|
| We share a clear understanding of the company's strategy and priorities. | ||
| Each of us understands our role and the roles of others. | ||
| We trust each other enough to disagree openly. | ||
| We make decisions in a timely way, and everyone supports them once made. | ||
| We hold each other accountable for commitments. | ||
| Our CEO leads by example and is accountable for their own decisions and performance. | ||
| Our reward structure reinforces the behavior we want. | ||
| We put company results ahead of our own departments. | ||
| We develop our people and plan for succession. | ||
| We communicate consistently to the rest of the organization. |
Team action plan
| Improvement | Owner | Target date | Status |
|---|---|---|---|
| 1. | |||
| 2. | |||
| 3. |
Guidance notes
- Include the CEO in the ratings. The tone starts at the top.
- Keep individual answers confidential; discuss only compiled results.
- Focus on the team as a whole, not on individuals.
- Repeat the assessment every six to twelve months to track progress.
Before you use this assessment
- Legal counsel review is recommended
- Have qualified legal counsel licensed in your state or jurisdiction review and adapt this material before your board adopts or relies on it.
- Educational model language only
- This is a general model provided for educational purposes. It is not legal, tax, accounting, compensation, or compliance advice, and it does not create an attorney-client or advisory relationship.
- Tailor to your governing documents and law
- Align it with your articles of incorporation, bylaws, applicable state corporate or nonprofit statutes, employment law, and any regulatory requirements that apply to your organization.
- Adopt and record formally
- Approve the process by board vote or resolution, record it in the minutes, keep sensitive material confidential, and review it annually.
This resource is provided for educational purposes only and does not constitute legal, tax, accounting, compensation, or compliance advice, nor does it create an attorney-client or advisory relationship. Adapt it to your organization's governing documents and applicable law, and have qualified legal counsel review it before your board adopts or relies on it.
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