Building a High-Performance Culture

Note from Yann: ?? Hey readers! I’m Yann, every week, I'll share my practical insights from my management playbook. Today marks the 5th edition where I share the framework I use to build a high-performance culture in the team.

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I remember interviewing to join ShopBack ; one of the questions from Henry Chan , the CEO, was:

How do you build a high-performance culture in your team?

?? I was not prepared.

I stumbled through my answer. I vaguely talked about feedback, demanding excellence, not being complacent… But nothing really structured.

Eventually I got the job. ??

?? But my hesitation got me to reflect deeply about what it truly takes to cultivate excellence in the team you lead.

Team performance is obviously a top expectation for any leader. I was upset to not have a clear framework for it. ??

Almost 6 years later, I've learned, combining my experience with insights accumulated from others.

Retrospectively, this is the response I wish I gave.

1. Walk The Talk ??

Lead by example. Your team is always watching you.

Don't just preach about excellence; seek it for yourself. It is contagious.

???“I recognize that actions speak louder than words.

So I make a intentional effort to consistently embody the qualities I expect from my team.

By consistently demonstrating hard work, dedication, and a positive attitude, I strive to inspire my team members to embrace these values in their own work.”

2. Set Crystal-Clear Expectations ??

Clearly define what success looks like, how it will be measured, and the timeline for achieving it.

Clearly assign responsibilities for each person of your team.

Follow-up regularly to ensure the alignment is still here.

???"To set clear expectations, I'd start by understanding the business goals.

When I own the big picture, I am able to communicate it in detail.

Then, I'd break it down into smaller, achievable steps.

I'd make sure everyone on the team knows what's expected of them, when it's due, and how it will be measured.?

I'd also continuously track progress and follow up for continuous alignment."

3. Feedback Fuels the Engine ?

I do regular check-Ins to discuss progress, challenges, and opportunities for growth.

I frequently share constructive and positive feedback to improve future behaviors.

???"I have weekly 30-minutes one-on-one with each direct report.

It's a chance to give feedback, to coach, to ensure clarity and to celebrate wins.

It builds trust and stronger relationships.

It keeps everyone aligned and motivated."

4. Empower the Autonomy ??

I give them the autonomy to make decisions and own their work.

I give them the space to have a real impact, take risks and make mistakes.

I give them the support and safety so no single fall is fatal.

???“I empower my team by giving them the freedom to make decisions, own their work, and be creative.

When people can think and act on their own, they're more engaged and productive.

I create a trusting and supportive environment where my team can take controlled risks, experiment, and learn from their experiences.”

5. Celebrate Every Wins, Big and Small ??

I acknowledge individual and team accomplishments, no matter how small.

I deliberately give positive feedback, daily.

???"I promote an avenue to celebrate wins. A slack channel, or the staff meeting.

It could be anything from closing a big project to helping a teammate solve a problem. It creates a positive and supportive atmosphere."

6. Foster Open Communication ??

I encourage open dialogue, where everyone feels comfortable sharing ideas, concerns, and feedback.

As leader I listen genuinely and encourage everyone to hear with empathy.

It helps to celebrate diversity and embraced as a source of strength and richness.

??? "I am making sure I create an environment where every voice is heard, where people feel safe to share ideas and concerns, and where we actively listen to each other.

This fosters a sense of belonging among the team."

7. Cultivate a Growth Mindset

I encourage a culture of learning and continuous improvement.

The team goal is not to make zero mistakes, but only the right mistakes. The mistakes, we can learn from.

I foster a safe environment for experiments. I promote group reflection to transform any experiment into knowledge.

??? "I make it clear to my team that mistakes are part of learning and growing. I encourage and support them to experiment and try new things, even if they fail.

It creates a positive environment when teammates enjoy stepping outside their comfort zone. This is where a good-performance is turned into high-performance."

?? Reflecting and documenting on how to create and maintain high-performance culture not only gave me a better answer for my next interview ; It helps me to get clarity on what it actually takes as leader.

It gave me a framework to evaluate my own actions and shape my leadership.

I am positive that, in 6-years from now, I will be improved again.

If you already have feedback to improve it, please share in the comment below. ??

Note from Yann: ?? Hey folks! Thanks for reading. This was the fifth edition, I am still experimenting. Tuning the style and the content.

Please comment below to share feedback so I can improve the newsletters.

If you feel that my content is useful, share it to someone that can benefit from it.

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