How can you tell if your high performance team is engaged?

Os objetivos e os principais indicadores de performance (KPIs) da área de sua responsabilidade devem ser alinhados diretamente com os objetivos do negócio. Por sua vez, os objetivos e metas de cada membro de sua equipe devem ser conectados diretamente aos objetivos da área. Assim, há um cascateamento dos objetivos do negócio até as a??es individuais de cada membro. Os objetivos devem ser comunicados claramente e abertamente para toda equipe. Deve-se definir momentos de checagem e acompanhamento da evolu??o dos indicadores de performance. Deste modo, cada membro de sua equipe estará focado em atingir suas metas, que contribuir?o diretamente aos objetivos do negócio. Todos atuar?o em conjunto para atingir os objetivos em comum.

In my experience, the best way to know if your high-performance team is engaged is based on the behavior of the team members, which involves the level of trust, engagement, proactivity and collaboration. Another aspect is the level of energy of the team, which can be observed in meetings, sense of urgency and initiative to solve problems.

You can tell if your high-performance team is engaged by observing specific indicators and behaviors that reflect their level of involvement, motivation, collaboration, and satisfaction. Here are some key signs to look for: Proactive Contribution, Commitment to Goals, Positive Attitude, Effective Collaboration, Ownership and Accountability, Continuous Learning, Feedback and Recognition, High Energy and Motivation, Low Turnover and Absenteeism and Feedback from Team Members. By observing these indicators and actively engaging with team members, you can assess the level of engagement within your high-performance team and take proactive steps to foster a culture of engagement, productivity, and success.

In a research context, when observering tired workers and energised employees, energised employees are more engaged, productive and happy at work. Research have found that when you allow for job crafting employees can tailor their roles to better align with their well-being. This customization takes three primary forms. Research across diverse industries such as healthcare, education, manufacturing, and hospitality consistently demonstrates the advantageous effects of job crafting on employees, leading to heightened energy levels, increased engagement, and enhanced job satisfaction.

High-energy teams are like start-up companies fueled by rocket fuel. They're passionate (mission-driven), curious (eager to innovate), and unafraid of challenges (obstacles to overcome). An additional tip from my experience would be to also light a fire under your team! Set clear goals (winning plays), celebrate small victories (quarterback sneaks), and empower them to take ownership (call their own plays). By fostering a culture of shared purpose and continuous improvement, you'll turn your team into champions

Quer montar um time focado em resultados de verdade? Ent?o invista seu tempo de forma consciente na melhoria dos pontos abaixo: 1. Alinhamento: Explique os motivos das defini??es nas tomadas de decis?es. 2. Engajamento: Fa?a mais perguntas e estimule a contribui??o das pessoas. 3. Senso de dono: Envolva na constru??o e de autonomia. 4. Responsabilidade: Defina indicadores e rituais claros de acompanhamento. 5. Comprometimento: Reconhe?a consistentemente as conquistas e vitórias individuais e do grupo. é fácil? N?o. Dá trabalho? Sim. Mas depois que engrena, ninguém mais segura os resultados desse time. Vale cada minuto de esfor?o e disciplina

Personally, I've found tools like Slack, Zoom, and Google Docs incredibly helpful. They facilitate collaboration and transparency within the team. These platforms streamline communication and feedback processes effectively.??

Líder, pare de achar que para ser admirado você precisa ser um super-herói com todas as respostas. Para ser seguido e admirado você precisa sim transmitir confian?a. Mas como transmitir confian?a? Simples. Sendo HUMANO. Como qualquer outra pessoa, o líder N?O deve ter medo de ser vulnerável, de expor seus defeitos, medos, sendo transparente e deixando claro que n?o é um ser todo-poderoso e perfeito. Junte a isso coragem para utilizar suas fortalezas e humildade para perguntar, ouvir e aprender. Líder também erra. E n?o há vergonha alguma nisso.

Is there psychological safety where people feel safe enough to raise objections or different suggestions? Do people step up to take accountability in a project without pointing fingers? Instead, they ask .. how can we make things better/easier for all?

Admita que n?o sabe quando n?o souber e que precisa de ajuda do time. Você será melhor que a maioria dos líderes agindo dessa forma, afinal você é um líder e n?o um super herói!

Accountability?? Building trust in teams and promoting company growth is key.?? →It requires defining clear goals and expectations, →Ensuring individuals or leaders have the resources to meet them →Being proactive about correcting missteps and shortcomings. Great Point??

Is there time given to let people learn? How are they encouraged? Do they have options or are they prescribed things to learn? Is there an avenue to discuss, reflect and incorporate?

Here is how I suggest to build a learning culture in 4 steps →Honor the ever-present nature of learning. →Value learning as a path to mastery. →Make learning easily accessible. →Use blended learning to maximize your options. Keep Learning

Look for Signs of Distress: Your teammates may repress their struggle and try to appear “fine” They may miss some work deadlines, have issues concentrating at work, or cancel/postpone commitments. If these signs go unnoticed and no help is offered to them, they will eventually end up taking a short-term or long-term mental health disability leave which negatively impacts the productivity and performance of their team.