Make explicit how the leadership team works together, so alignment is structural rather than personality-dependent.
Complete each section as a team; a charter written by one person is not a charter. The mutual-accountability row is the one most often left soft, and without it the charter is only aspiration.
| Charter element | The team's agreement |
|---|---|
| Our shared purpose as a leadership team | |
| Each leader's role and boundaries | |
| How we make decisions together | |
| Our operating norms (how we work, meet, disagree) | |
| How we hold each other mutually accountable | |
| Our review rhythm (when we reconfirm this) |
The review-rhythm row connects to your leadership operating cadence, which is what keeps the charter alive rather than a document nobody revisits.
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