The 6P’s of Executive Teams®

No two Executive Teams are alike.


Your business sector, company culture, complexity of operations, financial health of the company, market requirements, diversity of members in terms of gender, experience, tenure and cultural origin, and your Human Capital readiness to implement your strategy, all play different roles in the Executive Team’s effectiveness.

The uniqueness of the Chief Executive Team Development Programs is their ability to simultaneously cover the fundamentals of Management Teams Effectiveness, was well as allowing for complete adaptation to the needs of each team.

Benefits of working with Ricardo J. Vargas


Using a structured 6-step approach to develop leadership teams – “The 6P’s of Executive Teams®”, the Chief Executive Team methodology allows for:


  1. Assessment of the effectiveness of your Executive Team based on scientifically validated scales.
  2. Improvement of your team’s performance with evidence-based approaches.
  3. Support you as a CEO in designing and executing a process to maximize efficiency and effectiveness of your top team.
  4. Coach your executive team members to support them in becoming even more effective as team players
  5. Revise and upgrade team processes for increased performance
  6. Design and execute leadership processes that create the culture you desire in your organization
  7. Participation in mentoring and mastermind programs that will give you the peer support to increase performance of your company with your executive team.
  8. Development of trust, psychological safety and cognitive diversity in your team.
  9. Maximize engagement of middle management levels and individual contributors, thereby boosting your company’s performance.

The 6 P’s of Executive Teams®

There are six dimensions that comprise the specific structuring of Executive Teams.



Whether you need to define a Transformational Vision to turnaround your company, or simply to make sure that the current strategic intent is driving the company, your team needs a clear Why.

This phase aims at achieving clarity, common understanding and alignment about what the team is poised to achieve.

Without a clear purpose, no management team will be able to reach ambitious goals. In this phase, we define and agree on the team’s legacy, its mission, and the specific goals and initiatives to get there.

In the cases when the company has no clear Vision or Mission, these can also be defined as part of this process.

Purpose is the basis for motivation and meaning of all our actions.



The inspiration of a Vision is nothing without clear processes defining how to get there. This is where most teams lose their steam.

There are a lot of processes happening at the same time in the dynamics of any Team: participation, decision making, coordination, change management, conflict management, communication, etc.

These are the building blocks of the Team’s effectiveness and need to be redesigned whenever found inefficient, or whenever they don’t contribute to the team’s purpose.

In this phase we will dedicate our work to achieve the maximum possible effectiveness and efficiency in these processes.



At the end of the day, however good the process is designed, it’s the Team members that will implement it.

In this phase we work with the “glue” that keeps the team together and makes it resilient, innovative, and able to deal with challenging circumstances.

Trust is the glue that binds the team together.

There is a level of trust in professional and personal relationships required for any team member to produce their best. To develop this level, we will address and resolve any issues that the team is currently facing as open topics, develop psychological safety and make the best use of cognitive diversity.



Problem solving is the most recurring action for managers. What most managers oversee is that organizational problems have uniqueness factors, making them different from IT, Mechanical, or Financial problems.

Most of us just apply one type of problem solving to all kinds of problems. In this phase we will work with the founding principles of Systems Thinking applied to the organization, in order to maximize problem understanding and solving competencies of the team.

We will address specific situations that occur in the company, and tackle them with new approaches.



Chief Executive Teams gain the ability to transform and adapt to complex and hostile markets.

Once you’re able to model the complexity of the world, and address it by creating new knowledge as you go along, your team can create innovative strategies constantly.

In this phase we will address the learning practices of the Team and apply new principles to improve them.



Chief Executive Teams lead by creating a legacy that permanently impacts the company culture, strategy and results.

Such strong leadership is the outcome of awareness, acceptance and aligned action, in the development of the leadership potential of the team.

Some of the outcomes of this phase are the: (1) definition and execution of the company’s leadership culture and (2) leadership competencies in connection to the legacy, (3) alignment of all other levels of the hierarchy to (4) an effective strategy implementation.


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