Leadership team action review guide
A review pattern for checking whether leadership actions have an owner, a next step, and a realistic date.
In this guide
- Define the executive support outcome
- Match role scope to leadership cadence
- Use a structured selection process
Define the role
Start with actions created in the last review period. Remove completed items, clarify vague verbs, and ask the owner to state the next observable step.
Set the operating model
Separate a delayed action from a changed decision. The first needs a recovery plan. The second needs an updated record so the team does not keep working from old instructions.
Choose with care
Keep the review short enough to run every week. Consistency matters more than a large tracker that no one opens between meetings.
Related resources
FAQ
Should one assistant support the whole executive team?
Sometimes. It works when priorities are clear and executives share one operating rhythm.
What should happen before a consult?
List the meetings, inbox rules, recurring reports, and decisions that need support.
Discuss executive support