WHY ARE HIGH PERFORMING TEAMS SO RARE?

Leadership strategies often recommend creating high performing teams for organisational success. The organisation gains an enhanced reputation, and team members enjoy greater career opportunities. However, achieving such a team is no easy feat. It requires a specific mindset and insight into what drives optimum performance.

Cracking the code of Team Synergy

When it comes to creating a high-performing team, we are looking for individuals who can collaborate and connect.  Research suggests that over confident members can misinterpret the value of the team.

Synergy occurs when team members come together, bringing their unique skills and perspectives to the table, and work towards a common goal.

Collaboration is the key, as it fosters open communication, promotes trust, and encourages participation.  Teams can tap into their collective intelligence to get the results they need.

Unleashing the power of diversity and inclusion

In a rapidly changing business landscape, diversity and inclusion are no longer just buzzwords but essential components for creating a high-performing team.

In fact, a study by Deloitte stated that inclusive companies are 1.7 times more likely to be innovative leaders in their market.

Embracing diversity means valuing the unique skills, perspectives, and experiences that each team member brings to develop a team’s breadth of vision and enable innovative thinking and problem-solving.

A variety of voices and backgrounds will open up a wealth of knowledge and expertise.

Inclusion ensures that every team member feels valued and heard, fostering a sense of belonging and trust. By addressing diversity and inclusion, organisations can unlock the full potential of their teams and achieve extraordinary results.

If employees think their company should be doing more to increase diversity, then it’s a source of competitive advantage for your organization.

Managing team dynamics and conflict resolution

It may not always be plain sailing, so ensure constructive dialogue when views differ. Have a system for defusing conflict and finding common ground that everyone knows how to access.

You will need open communication channels and a safe space for team members to express their concerns.

Implementing conflict resolution strategies, such as mediation or team-building exercises, can help team members understand each other’s perspectives.

Additionally, managing team dynamics involves fostering a positive team culture and encouraging collaboration.  Regular, well-planned team meetings and setting clear expectations for behaviour and performance will be essential for high performance.

Creating a culture of collaboration and accountability

A high-performing team is not just about individual brilliance but about fostering a culture of collaboration and accountability. If you’re the manager, you are responsible for nurturing this culture within your team.

• Encourage open communication and transparency, where team members feel comfortable sharing ideas and challenging one another’s thinking.
• Set clear expectations for collaboration and hold team members accountable for their contributions.
• Foster a sense of ownership and pride in the team’s goals and reward individuals who consistently demonstrate collaboration and accountability.

You will then create a highly motivated, focused, and driven team to achieve exceptional results.

Strategies for sustaining high performance.

To sustain high performance, you must implement effective strategies that will keep the momentum going.

Regularly assess and evaluate team performance to identify areas of improvement.

This can be done through regular check-ins and performance reviews, allowing you to address any issues or challenges proactively. Provide ongoing training and development opportunities for team members. This will enhance their skills and knowledge and keep them motivated and engaged.

Promote a positive work-life balance and ensure team members have the resources they need to succeed to help them sustain high performance.

Overcoming common pitfalls to team success

It is essential to be aware of these pitfalls that can hinder success and take steps to overcome them.

One common pitfall is a lack of clear goals and expectations. Without a clear direction, teams can become disorganised and unfocused, resulting in lower performance.

Another is poor communication. When team members are not effectively communicating, misunderstandings and conflicts can arise, leading to a breakdown in teamwork. Additionally, a lack of accountability can hinder team success.

Team members need to take responsibility for their actions and deliver on their commitments. By identifying and addressing these common pitfalls, executives can ensure their team’s success and create a high-performing culture.

But remember, each time a team member leaves, you have a new team. Make sure you return to first principles to ensure they are made welcome and can contribute, testing this out in the first few weeks.

There is an acronym we use that Cumulus at works for a team self-audit.:

CREATE

1. Collaboration – Working well together to keep open lines of communication when under pressure.
2. Respect – Recognising attributes and skills in others and considering their ideas.
3. Empathy – Showing care when a colleague has other personal pressures or needs support.
4. Attitude – Adopting a positive attitude along with a good skill set.
5. Trust – A key ingredient that saves time and effort in explanations and undue scrutiny.
6. Energy – Bringing positive energy and being accountable for team morale.

Test your own team against this set of principles and notice what it tells you. Then, share your observations, ask for their input, and collaborate with them to make the necessary adjustments.