7 Effective Strategies for Building High-Performing Teams
Creating high-performing teams is not an abstract concept; it's a tangible achievement that can redefine the way you approach work and collaboration.?
This month, I researched what the magic recipe was to concoct a star-performing team. I came across the book: 'Teams That Work,' by Scott Tannenbaum and Eduardo Salas. This book talks about 7 key drivers of team success:
What stood out most was the concept of psychological safety. It is only when team members feel safe enough to communicate effectively, that we can tap into their hidden talents.
How to Build High-Performing Teams:
Whether you're in a leadership role or part of the team, consider these 7 strategies to enhance your team's performance. For each strategy, I have provided suggested actions for both leaders and team members. You can use this checklist to boost your team's effectiveness.
1. Define Clear Objectives:
The foundation of a high-performing team begins with a crystal-clear understanding of its purpose and goals. Leaders must articulate a compelling vision and specific objectives, ensuring that every team member comprehends their role in achieving them. When everyone knows the destination, they can work together to reach it.
Team Leader Action: Communicate a clear vision and goal in writing to your team. Follow up?with a meeting to ensure a shared understanding is developed. Periodically ask: What does success look like for our team?
Team Member Action: Understand what your team goals and priorities are. What is the long-term?and short-term vision for your team? How do your daily tasks align with that goal?
2. Assemble the Right Team:
Selecting the right individuals with complementary skills and diverse perspectives is paramount. A mix of talents and experiences can foster innovation and problem-solving. Consider the strengths and weaknesses of potential team members and how they align with the team's objectives.
Team Leader Action: Take stock of your team’s talent and align it with objectives. Consider hiring new talent or moving team members. Avoid people with toxic personalities, even if they have the right qualifications. Hire enough people with a ‘team first’ attitude.?
Team Member Action: ?Find out how you can improve your skills and knowledge to help your team objectives. Communicate your plan to improve skills to management.?
3. Establish Effective Communication:
Open and honest communication is the lifeblood of a high-performing team. Encourage active listening, the free exchange of ideas, and a culture where team members feel comfortable voicing their opinions and concerns. Regular team meetings, both in-person and virtually, can facilitate this exchange.
Team Leader Action: Does your team feel psychologically safe to own up to mistakes or?disagree? Are they communicating issues promptly? Are there?any communication gaps? Many communication issues happen because people assume “everyone knows that.” Remember to ask the question: Who else needs to know this?
Team Member Action: Do you actively share your ideas and innovation? How do you?communicate when there is an issue? Could issues be prevented if team members had known sooner? How can you bridge the communication gap? Can you explore another mode of communication that is more effective?
4. Clarify Roles and Responsibilities:
Each team member should have a well-defined role and a clear understanding of their responsibilities. This minimizes confusion, enhances accountability, and ensures that tasks are executed efficiently.
Team Leader Action: Do you have clearly defined roles? Are team members wearing many different hats or stepping over each other’s toes? Each team member should be clear on roles. There should be no ambiguity around task responsibilities.
Team Member Action: Are you clear on who does what? If there is any confusion around task?responsibilities, communicate this to your leader.?
5. Encourage Trust and Psychological Safety:
Trust is the cornerstone of high-performing teams. Foster an environment where team members trust one another's abilities, intentions, and judgments. Psychological safety allows team members to take risks, admit mistakes, and learn from failures without fear of retribution.
Team Leader Action: Observe your team dynamics. Do team members feel psychologically safe? Lead by example. Admit when you don’t understand something.? Everybody needs reminders. Reassure your team to help them feel safe. It is only when team members feel safe, that perform their best and communicate effectively.
Team Member Action: Do you feel psychologically unsafe in your team? Do you have a sense of mistrust with your team members? Are you afraid to admit mistakes? If so, this needs to be addressed. Observe and help identify the cause. Communicate the issue and potential solution to leadership.
6. Celebrate Achievements:
Recognition and celebration of milestones and achievements are crucial for team morale and motivation. Acknowledging hard work and success reinforces a culture of positivity and inspires team members to strive for excellence.
领英推荐
Team Leader Action: Recognize and reward teamwork. Remember to spend time celebrating team successes. Ask: How can we build on this success??
Team Member Action: Be generous with praise for team members and always acknowledge other team members' hard work. This will create an aura of positivity and gratitude in your team.?
7. Reflect and Improve:
Regularly assess team performance and processes. Conduct retrospectives to identify what worked well and where improvements can be made. This reflection and continuous improvement mindset can lead to ongoing excellence.
Team Leader Action: Conduct team debriefs regularly. Begin these by asking questions and not?stating observations. Remember, teams adapt better when they self-discover issues. Regular feedback is essential for growth and improvement. Offer constructive feedback that focuses on specific behaviors and outcomes, highlighting strengths and suggesting areas for enhancement. Remember: negative feedback should be given in private.?
Team Member Action: Feedback should be a two-way street. Don’t assume management knows.?Provide feedback to your leadership and also to peers. Make it a feedback loop. Ask for feedback regularly to help improve yourself.?
Remember: Top-performing teams don't achieve greatness on day 1. They attain greatness through a series of continuous, incremental tweaks.
Studies show if you are working at a company and not getting a pay increment in 2 or more years, you will make significantly less over your lifetime.?
Asking for a raise or promotion showcases your initiative and ambition. It sends a clear message to your superiors that you are not complacent and are hungry for growth and development
You may not get the raise or promotion every year, but you should still ask.?
Asking for a yearly raise or promotion isn't just about increasing your income or moving up the corporate ladder. It's about taking control of your career, demonstrating your worth, and staying aligned with your aspirations.?
2. Check in with your career path once a year
About once a year, check in with your career goals and conduct salary comparisons. Don’t assume your company is paying you a competitive salary. Take stock of what skills you need to acquire to remain competitive.?
Use this information to decide objectively if you need to leave your current workplace.
3. Find a mentor and be a mentor.
Having a mentor and being a mentor gives you valuable insights into your industry and increases your visibility. Becoming a mentor is a rewarding experience that allows you to share your knowledge, skills, and insights with others while also furthering your own personal and professional growth.?
You can find mentors within your network using LinkedIn or even your college alumni network.?
Additionally, here are 3 online resources to help you find a mentor:
MentorCity: MentorCity is an online platform designed to connect mentors and mentees. It offers a structured environment for mentorship programs and provides tools for tracking progress and communication.
MicroMentor: MicroMentor is a free platform that connects entrepreneurs and small business owners with experienced mentors. It's an excellent resource if you're looking for guidance in starting or growing a business.
SCORE: SCORE is a nonprofit organization that offers free mentoring to small business owners and entrepreneurs. They have a network of experienced volunteers who can provide guidance in various business-related areas.