Creating High Performing Teams THAT LOVE TO WORK TOGETHER!

The key factor of success or failure in a role is not only how your team works with you, but how they work with each other.

Nancy implemented three strategies to rally support from her team when she took up her new leadership role.

She had inherited a team of high performers. Now, she needed them to become a high performing team.?

As she implemented her strategies to rally their support,?she discovered that:

• Her team aggressively protected what they believed to be their domain
• They were watchful of each other
• They felt a lack of psychological safety in collaborating
• They feared losing out on recognition and visibility

This prevented them from supporting each other or asking for help.

Nancy needed to bring them together, working as one. Here are three steps which helped her build a strong Team Quotient.

1.?????A Powerful Vision

Nancy knew each of her team member was a high performer, great at what they do. She wanted them to trust each other, collaborate more and compete less. She gave her team?a big hairy audacious goal* backed by a powerful vision.?

As Walt Disney once said, “It’s kind of fun to do the impossible!” Her understanding of the team and their dynamics allowed Nancy to gather strong support for her vision.?

A strong goal provides direction and purpose to people’s tasks and responsibilities.

2.?????Clear Roles and Expectations

To get the team pulling together in the same direction, Nancy clearly defined roles and responsibilities. Her understanding of what motivated each member helped her do that. The roles played to their strengths and highlighted how the team complemented each other. Her team now knew what was expected of them reducing the tendency to be one up on each other all the time.

When everyone’s contribution is clearly differentiated and valued, it helps teams work in sync.

3.?????Clear and Consistent Communication

Nancy used every opportunity – team meetings, one-on-ones, informal catch ups -- to communicate the team’s vision and goals. She shared her excitement about the team’s vision and recognized individual and team’s achievements, big or small.?

Clear and consistent messaging is critical when you are trying to bring about a culture change. Keep an open channel of communication.?

Nancy was able to turn her team into a cohesive high performing team!

If you are facing the challenge of building a cohesive team:

Let’s talk!

If you have any questions or if you want to know more, let me know in the comments below.

Your Next Step:

Book a call for ‘Executive Transition Roadmap’

What if there was ONE process that every new leader, promoted, lateral or fresh hire, can go through to successfully transition into their new role, hit the ground running and deliver on all the expectations?

In this fast-paced, 45-minute audit, we will...

1. Take a look at what are the skills, behaviours, and mindsets that you or your leaders need to develop to thrive in a new role.?
2. Uncover the #1 bottleneck that will get in the way of a successful transition and how to fix it.
3. Develop a 3-step action plan to successfully transition and meet all expectations.

I’m Ritu Mehrish and I help leaders make a successful transition in their new role, by giving them a structured and step by step roadmap for their first 90 days and beyond!?