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You’re struggling to build a high-performing team. What are you doing wrong?

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Building a high-performing team is not easy. It requires more than just hiring talented people and assigning them tasks. It involves creating a shared vision, fostering trust and collaboration, and providing feedback and recognition. But what if you are doing all these things and still not seeing the results you want? What are you doing wrong? In this article, we will explore some common mistakes that leaders make when trying to build a high-performing team and how to avoid them.

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Federico Zabczuk

Optimist| Discomfort Seeker working on being Imperfectionist | ?????????????????????????? ????????????????????????…

1 Lack of clarity

One of the biggest reasons why teams fail to perform well is lack of clarity. This means that the team members do not have a clear understanding of the team's purpose, goals, roles, expectations, and processes. Without clarity, the team will experience confusion, frustration, and conflict. To avoid this, you need to communicate clearly and frequently with your team. You need to define the team's vision, mission, and objectives, and align them with the organizational strategy. You need to clarify the team's roles and responsibilities, and how they contribute to the team's success. You need to set clear and realistic expectations, and monitor and measure the team's progress.

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Federico Zabczuk

Optimist| Discomfort Seeker working on being Imperfectionist | ?????????????????????????? ???????????????????????? If I like your post I will comment and share it for free
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La falta de claridad es un obstáculo significativo para equipos de alto rendimiento. Para superar esto, es crucial establecer comunicación clara y constante. Define la visión y misión del equipo de manera transparente, alineándolas con la estrategia organizativa. Ejemplo: en una reunión, presenta la visión del equipo y cómo contribuye al éxito general. Especifica roles y responsabilidades, asegurándote de que cada miembro comprenda su aporte al objetivo común. Establece expectativas realistas y monitorea el progreso regularmente. Utiliza métricas concretas para evaluar el rendimiento, brindando retroalimentación específica para fomentar la mejora continua.

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2 Lack of trust

Another common mistake that leaders make is failing to build trust within the team. Trust is the foundation of any high-performing team. It enables the team members to share ideas, opinions, and feedback without fear of judgment or retaliation. It also allows the team members to rely on each other, delegate tasks, and collaborate effectively. To build trust, you need to be honest, transparent, and consistent with your team. You need to show respect, empathy, and appreciation for your team members. You need to encourage open and constructive communication, and address any issues or conflicts promptly and respectfully.

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Federico Zabczuk

Optimist| Discomfort Seeker working on being Imperfectionist | ?????????????????????????? ???????????????????????? If I like your post I will comment and share it for free
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La falta de confianza es otra barrera común para equipos exitosos. Construir confianza requiere honestidad y transparencia. Ejemplo: comparte información clave abiertamente, demostrando confianza en tu equipo. Muestra respeto y empatía, reconociendo las contribuciones individuales. Fomenta la comunicación abierta al organizar sesiones regulares de retroalimentación y escucha activa. Aborda rápidamente cualquier problema o conflicto, promoviendo un ambiente donde los miembros se sientan seguros para expresar inquietudes. La construcción constante de confianza establece un fundamento sólido para la colaboración efectiva y el rendimiento óptimo del equipo.

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Heyner Pacheco

Operations Manager - Perú & Costa Rica | WeWork
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Here are some questions that you have to ask yourself as a leader: Do you ever admit to mistakes where you need help? Do you follow through on commitments? Do your values align with your actions? Do you have transparent communication? 1. Demonstrate Reliability: Stick to your commitments. If you must change plans, be proactive and give your team plenty of notice, clearly outlining the reasons for the change. 2. Lead by Example: If you expect honesty and collaboration, be prepared to offer them yourself. 3. Give your Team Autonomy: Set clear expectations and then give your team space to execute. Provide resources and support, but don't block their problem-solving. Remember that building trust takes time and intentional effort.

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3 Lack of empowerment

A third mistake that leaders make is not empowering their team members. Empowerment means giving your team members the autonomy, authority, and resources to make decisions, solve problems, and take ownership of their work. Empowered team members are more motivated, engaged, and productive. They also feel more valued, respected, and accountable for their results. To empower your team, you need to delegate effectively, and avoid micromanaging or controlling their work. You need to provide them with the necessary tools, training, and support to perform their tasks. You need to involve them in decision-making, and solicit their input and feedback. You also need to recognize and reward their achievements, and celebrate their successes.

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Federico Zabczuk

Optimist| Discomfort Seeker working on being Imperfectionist | ?????????????????????????? ???????????????????????? If I like your post I will comment and share it for free
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La falta de empoderamiento es otro error común en liderazgo. Empoderar implica brindar autonomía y recursos para tomar decisiones y asumir responsabilidades. Ejemplo: al asignar un proyecto, permite que el equipo proponga soluciones, fomentando la creatividad y la participación activa. Evita la microgestión, confiando en las habilidades individuales. Proporciona herramientas y capacitación necesarias, asegurándote de que tengan las habilidades para el éxito. Involucra al equipo en la toma de decisiones, valorando sus aportes. Reconoce y celebra los logros, motivando así la autenticidad y el sentido de propiedad en sus roles. El empoderamiento cultivado eficazmente eleva la moral y la productividad del equipo.

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4 Lack of diversity

A fourth mistake that leaders make is not leveraging the diversity of their team. Diversity means having a team that consists of people with different backgrounds, perspectives, skills, and experiences. Diversity can be a source of strength and innovation for a high-performing team. It can help the team generate more ideas, solutions, and insights. It can also help the team understand and serve the needs of diverse customers and stakeholders. To leverage diversity, you need to value and respect the differences among your team members. You need to create a culture of inclusion, where everyone feels welcome, heard, and appreciated. You need to promote collaboration and learning, and encourage the team members to share their knowledge and expertise.

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Federico Zabczuk

Optimist| Discomfort Seeker working on being Imperfectionist | ?????????????????????????? ???????????????????????? If I like your post I will comment and share it for free
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La falta de diversidad es otro error que limita el potencial de un equipo. Para aprovecharla, valora y respeta las diferencias entre los miembros. Ejemplo: en reuniones, incentiva la participación de voces diversas, estimulando la variedad de ideas. Fomenta una cultura inclusiva, donde cada miembro se sienta valorado y escuchado. Crea oportunidades para compartir experiencias y conocimientos, promoviendo el aprendizaje mutuo. Ejemplo: organiza sesiones de intercambio cultural o de habilidades especializadas. Impulsa la colaboración, permitiendo que la diversidad fortalezca la innovación y la resolución de problemas. Reconoce y celebra las contribuciones únicas de cada miembro, consolidando un equipo fuerte y adaptativo.

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5 Lack of feedback

A fifth mistake that leaders make is not giving or receiving feedback to their team. Feedback is essential for a high-performing team. It helps the team improve their performance, learn from their mistakes, and achieve their goals. It also helps the team build trust, respect, and rapport. To give feedback, you need to be specific, timely, and constructive. You need to focus on the behavior, not the person. You need to provide praise and recognition, as well as suggestions and corrections. To receive feedback, you need to be open, humble, and receptive. You need to listen actively, ask questions, and thank the giver. You also need to act on the feedback, and show improvement and progress.

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Federico Zabczuk

Optimist| Discomfort Seeker working on being Imperfectionist | ?????????????????????????? ???????????????????????? If I like your post I will comment and share it for free
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La falta de retroalimentación es un error que limita el desarrollo del equipo. Para mejorar, ofrece retroalimentación específica, oportuna y constructiva. Ejemplo: después de una presentación, destaca aspectos positivos y sugiere áreas de mejora, impulsando el crecimiento individual y colectivo. Enfócate en comportamientos, no en la persona, para mantener un ambiente respetuoso. Recuerda reconocer logros, fortaleciendo la motivación. Al recibir retroalimentación, sé abierto y receptivo. Ejemplo: si un miembro se?ala una oportunidad de mejora, agradece y demuestra disposición para cambiar. Actúa sobre la retroalimentación, mostrando progreso visible. La retroalimentación efectiva construye una cultura de mejora.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You’re struggling to build a high-performing team. What are you doing wrong?

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6

1 Lack of clarity

2 Lack of trust

3 Lack of empowerment

4 Lack of diversity

5 Lack of feedback

6 Here’s what else to consider

Team Leadership

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You’re struggling to build a high-performing team. What are you doing wrong?

1

2

3

4

5

6

1 Lack of clarity

2 Lack of trust

3 Lack of empowerment

4 Lack of diversity

5 Lack of feedback

6 Here’s what else to consider

Team Leadership

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感谢您的反馈

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