Here's how you can build and guide high-performing teams as an executive.

Remember, the strength of the team is each individual member, and the strength of each member is the team. Building and guiding high-performing teams as an executive requires a strategic blend of vision, empathy, and empowerment. Foster trust and open communication to empower idea-sharing. Embrace diverse thoughts and skills for innovation and resilience. Align clear goals with the organization's vision to maintain focus and motivation. As Vince Lombardi aptly said, "Individual commitment to a group effort—that is what makes a team work, a company work, a society work, a civilization work."

Building and guiding high-performing teams as an executive involves the below strategies: 1. Set Clear Goals: Define a tangible goal for your team to strive toward. 2. Embrace Innovation and Adaptability: Encourage your team to challenge boundaries and experiment with new approaches. Innovation and adaptability are essential for both short- and long-term success. 3. Prioritize Productivity and Efficiency: High-performing teams are more productive and efficient. 4. Assemble a Diverse Team: Thoughtfully fill roles with a diverse group of people who think boldly and work harmoniously. 5. Focus on Transformation: Shift the team's focus from managing the current business to driving transformation.

Uma coisa que achei útil foi assegurar que as metas estejam n?o apenas alinhadas com os objetivos organizacionais, mas também com as aspira??es individuais dos membros da equipe. Isso cria uma sinergia onde cada indivíduo vê o sucesso da equipe como parte integrante de seu próprio sucesso. Além disso, revisitar e ajustar metas periodicamente, com base no feedback e nas mudan?as no ambiente de negócios, mantém a equipe adaptável e focada nos resultados essenciais. A clareza nas metas e a flexibilidade na abordagem s?o ingredientes chave para a orienta??o eficaz de equipes de alto desempenho.

As an executive, building high performance teams starts with fostering trust through psychological safety. Team members need to feel safe to take risks and express ideias without fear of judgement or punishment. I highly recommend Amy Edmondson's book "The Fearless Organization", that highlights the importance of encouraging open communication, innovation, transparency, guidance and learning from mistakes. Amy recommends that managers set and communicate clear goals, provide consistent and constructive feedback, and celebrate achievements. By doing so, we create trusting environments and empower our team to perform at their best and drive organizational success.

Psychological safety is the key indicator of high performing teams ?? What does it look like? People feel safe to; Ask questions Say they don’t know Share how they feel Suggest an idea Challenge a thought Provide honest feedback Psychological safety is based on trust. And trust is cultivated through your words and your actions. When someone asks a question do you celebrate or scoff? If they don’t know they answer, do you ridicule or provide space to figure it out? If someone shares that they’re feeling scared, do you support or mock? When a new idea is suggested is it heard or shelved? If someone has an alternate view, are you open or closed? When constructive feedback is shared is it met with curiosity or criticism?

A confian?a é fundamental para qualquer equipe de alto desempenho. Como líder, minha responsabilidade é criar um ambiente seguro onde todos se sintam à vontade para compartilhar ideias e assumir riscos. Isso requer transparência, demonstra??o de vulnerabilidade e promo??o de comunica??o aberta. Quando há confian?a mútua entre os membros da equipe e seu líder, a colabora??o se torna mais eficaz e o apoio mútuo é fortalecido, resultando em uma melhor resolu??o de problemas e maior inova??o.

To build trust as an executive, implement a "Trust Accelerator" program: Vulnerability Sessions: Share personal challenges and lessons learned. Reverse Mentoring: Pair with junior team members to gain fresh perspectives. Decision Transparency: Create a "Decision Dashboard" explaining rationales behind key choices. Failure Celebration: Host quarterly "Fail Forward" events to destigmatize mistakes. Open-Door Hours: Dedicate time for impromptu chats with any team member. Cross-Functional Projects: Rotate team members across departments to build relationships. This approach fosters openness, vulnerability, and collaboration, accelerating trust-building within your organization.

Investir no desenvolvimento da equipe é crucial para manter a alta performance. Incentivar o aprendizado contínuo e proporcionar oportunidades de crescimento profissional aprimora as habilidades, além de aumentar o engajamento e a lealdade. Reconhecendo os pontos fortes de cada indivíduo e adaptando os planos de desenvolvimento conforme necessário, promove-se uma mentalidade de crescimento. Isso permite que os membros da equipe superem desafios, adaptem-se a mudan?as e se destaquem em suas fun??es.

Building and guiding high-performing teams as an executive starts with encouraging growth. It is crucial that you Invest in the professional development of your team members by providing continuous learning opportunities and resources. To foster a culture where curiosity and innovation are celebrated, and where employees are motivated to push their boundaries. Ensure setting clear goals and expectations, but also allow flexibility for creative problem-solving. Recognise and reward achievements to inspire ongoing excellence. By encouraging growth, you empower your team to reach their full potential, driving sustained high performance and achieving the desired organisational success.

Na gest?o de pessoas, sempre obtive excelentes resultados incentivando a colabora??o das minhas equipes. Estar próxima das pessoas, com escuta ativa e permitir um espa?o para ensaiar ideias ou, até mesmo, cometer erros com responsabilidade, promovia mais engajamento, participa??o criativa e pró atividade. No desenvolvimento de pessoas, a mesma linha também gera retornos muito positivos. Todo ser humano tem o desejo intrínseco de CRIAR e REALIZAR, usando seus talentos e habilidades. Se houver um ambiente propício para isso, aumentam as chances de fortalecer a conex?o de cada um e, consequentemente, elevam a performance de toda equipe.

Reconhecer as conquistas da equipe é essencial para manter a moral e a motiva??o em alta. Celebre marcos, sejam grandes ou pequenos, e ofere?a feedback positivo regularmente. Este reconhecimento refor?a os comportamentos e resultados desejados, aumentando a probabilidade de sua repeti??o. Personalize o reconhecimento conforme as preferências individuais — alguns podem valorizar o reconhecimento público, enquanto outros podem preferir um agradecimento privado.

Treat people they want that they like to be treated. The starting point for being able to do this is go have a good understanding of your working preferences. I love using DISC for this in my leadership coaching; How do you like to receive information ie text, visual, spoken word? What’s you preferred communication scenario ie 1:1 or 1:many? Do you prioritise people or task first? Do you work at a fast or more considered pace? Then think about these types of questions relative to your team and have conversations where you can learn more about their preferred working style. A great people manager knows how to adapt their ways to their audience (or team) to get the best outcomes

Entenda que seu estilo de lideran?a deve ser flexível para atender às necessidades da equipe e às circunstancias. Esteja pronto para alternar entre uma abordagem diretiva e uma mais solidária, conforme necessário. Observe a dinamica da equipe, seja receptivo ao feedback e disposto a ajustar sua abordagem. Um líder adaptável está melhor preparado para orientar sua equipe através de diversos desafios e oportunidades, promovendo um ambiente resiliente e responsivo.

Empower team members allowing them to make mistakes, as long as they learn from them. Push them to be bold and try things out of the box now and then. Make sure nobody is blamed for trying something and failing.