Here's how you can build a high-performing team using key strategies.

Defining roles is crucial to building a high-performing team because it: 1. Clarifies responsibilities 2. Set expectations 3. Identifies skill gaps 4. Promotes accountability 5. Fosters collaboration 6. Enhances productivity 7. Supports growth & development 8. Improves decision-making 9. Boosts morale and engagement 10. Reduces conflicts By defining roles, one creates a solid foundation for a high-performing team, enabling each member to excel and contribute to the team's success.

- Recruter des personnes compétentes dans l’activité concernée, - S’assurer de leur motivation et de leur engagement, - Développer de la confiance en s’engageant soi même, - Favoriser pour chacun l’identification de ses talents, - Impulser une dynamique de complémentarité, - Croire en chacun et être à l’écoute tout en favorisant la communication interpersonnelle.

Building a high-performing team relies on establishing clear roles and responsibilities. This foundational clarity ensures alignment between individual contributions and overarching goals, mitigating overlap and fostering accountability. By delineating precise job descriptions and performance metrics, each team member understands their expectations, empowering them to take ownership of their tasks and pursue excellence. This strategic approach not only minimizes conflict but also cultivates a culture of collaboration and achievement, driving the team towards success.

Fostering trust is pivotal for cultivating a high-performing team. It starts with transparent communication and active listening. Ensure team members feel heard and valued by encouraging open dialogue and acknowledging their contributions. Additionally, lead by example, demonstrating integrity and reliability in your actions. Trust empowers team members to collaborate effectively, take ownership of their work, and innovate without fear of judgment. By prioritizing trust-building initiatives, such as team-building exercises and regular check-ins, you lay the foundation for a cohesive and resilient team capable of achieving remarkable results.

Early in my student leader career, I didn't seek or encourage myself to grow; and that hindered my ability as a human, student, and student leader. As I've grown in my professional capacity since I've learned that encouraging myself to grow and the responsibility of inspiring others to grow has been the key to my success. If we want to encourage growth, we must: 1. Seek to understand growth in ourselves 2. Seek out mentorship opportunities within your role 3. Provide care and compassion, along with a sense of gratitude in your role. I have been focusing on exemplifying gratitude for waking up every day, having a place to call home, and having a place to call work. Basic gratitude can be simple and helps as morning reflection.

Building collaboration is a real thing that requires a curious effort that genuinely seeks to create opportunities to bring the perspectives of the community into designing the approach for high impact topics. Simply creating team meetings and social events with a hope of leveraging the community to push down an approach from the top will fail drive the engagement outcomes we are seeking

Collaboration is key to the success of any initiative or project. Diversity of thought and ideas is crucial as is bringing people together and giving them the opportunity to share their ideas without judgement. One fun thing I always try to do is to encourage the team to come up with the craziest, most outlandish ideas to solve a problem - giving them the space to be creative together. We laugh together at those crazy ideas - which helps to build trust and camaraderie.

Encourage Diversity and Inclusion Diversity and inclusion are key factors in building a high-performing team. When team members have diverse perspectives and experiences, they can contribute fresh ideas and creative solutions to problems. For instance, you can promote diversity by hiring employees from various backgrounds and creating a work environment where everyone feels respected and acknowledged. This not only enriches the team's experience and skills but also fosters creativity and innovation.

In my time in higher education, collaboration has been key to our institutional and departmental growth. Whether that's been committees, task forces, working groups, focus groups, surveys, or informational interviews, these have all been times were administrators have sought the feedback of those in the trenches/grassroots level. The one collaboration that has been my favorite was when I was interning at the University of Colorado, and I overheard a conversation at lunch that a certain Assistant Director needed assistance with a project. I connected with the person on Teams, and their openness to my ideas and full autonomy on the project (survey/focus group/data analysis and report) was tremendous. Loved working with that coworker!

Definir metas claras demonstra comprometimento com a equipe gerando engajamento dos profissionais nas metas a serem cumpridas todos unidos por um único objetivo fazer o que tem que ser feito com foco, determina??o.

When I worked at Georgetown University, our main goal was to provide "solution-orientated feedback," meaning that any feedback that a team member may have should also come with an idea of how to solve such issue/concern. Many people will say that the administration or a certain system or process is "terrible," but will not seek to promote a culture of figuring out a way to navigate those challenging spaces. More of a culture that I've seen at a student staff, student leader, and graduate staff level, rather than at a full-time staff member level. Asking members individually, as a team, and in writing may also give individuals who may not feel comfortable addressing their concerns openly an opportunity to discuss what's on their mind.

O feedback nos auxilia de forma positiva devemos incentivar todos a utilizarem o fedebeek de forma assertiva,demostrando que feedback nos auxilia de forma positiva,na constru??o da melhoria de comportamentos.

Adopting a culture and mindset that understands that the only constant in life is change, fosters an innovative environment that will want to continuously improve experiences. We have to understand that we are using identifiers such as outcomes, efficiency, patient satisfaction, process, productivity to identify what we are trying to ‘improve’. What we are trying to achieve is really optimizing experiences. Experiences for all users of the system. This includes, the patient, administration, management, healthcare workers, and all staff that contribute in the hospital team. Once this mindset is adopted, we can shift from ‘continuous improvement cycles’ to ‘optimizing user experiences’. This allows our mind to reframe the narrative.

Invest in Technology and Support Tools Investing in technology and support tools is essential for building a high-performing team. Project management tools, communication software, and other technological solutions can help optimize workflows and enhance work efficiency. For example, using tools like Figma, Microsoft Teams, Google Workspace, Notion, Slack, Trello, or Asana to manage projects and communication within the team. This ensures that everyone stays on the same page and can work more effectively.

Líderes,Gestores n?o podem negligenciar metas claras , feedback,escuta ativa, inteligência emocional.Utilizar essas ferramentas norteiam nosso trabalho criando empatia,mantendo nossa equipe engajada com os valores, propósito da empresa.