Strong senior leadership teams (SLTs) are the heart of successful organizations. In competitive and fast-paced environments they collectively sense the future and drive performance. For a variety of reasons SLTs are difficult to develop. They’re frequently filled with strong personalities and complicated politics. Increasingly, they’re geographically dispersed. Their work together is often long-term, complex, and ill-defined. All of which leads members to gravitate toward the more familiar and immediate work of running their own organizations over the work of the SLT. Despite the potential value of SLTs, they commonly end up defaulting into loosely-connected info-sharing groups rather than cohesive direction-setting teams.