Effective Leadership teams outperform even the most effective individual leaders
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Collaborative thinking beats individual smarts.
High-performing top teams have top team’s ability to act, to behave as a?collective. These teams certainly have a great individual leader to lead and coach, but that's not the most important trait.
Top teams that prioritize learning and practice these collective behaviors are the most effective, but a surprising percentage of top teams struggle to work together well. The most effective leadership teams demonstrate five observable behaviors - that are here to stay : Direction, Discipline, Dynamism, Drive and most important Collaboration, according to a new interesting research published by 贝恩公司 using data from hundreds of top teams across 11 industries and three global regions.
?The 5 traits of Effective Teams
Researchers found the most effective leadership teams demonstrate 5 observable behaviors:?
1?? Direction
Researchers found a top team shares and holds to a common?direction?by contributing to and aligning around its organization’s vision, purpose, and strategy.
2?? Discipline
Researchers also found that efficient meetings and good decision-making practices are important aspects of the?discipline?many teams need to better develop.?Teams must create and organize the space, time, and flexibility to be productive.?
3?? Collaboration
Collaborative behaviors are the essence of teaming. A lack of collaboration leads to ineffective interaction and teams that may resemble a cage match or a morgue.?
Researchers found that teams that value collaboration share a “win-together, lose-together” attitude. They’re grounded in personal?and?working relationships that help trust take root. They practice inclusion. As a result, they establish the psychological safety necessary to innovate, fail, and give and receive feedback along the way.
4?? Dynamism
Teams that treat change as a constant and understand how to behave together are dynamic in the face of both opportunities and challenges.
They continuously seek and engage with information from channels outside and inside their organization. They also create the conditions for innovation by investing in it, securing resources, and setting expectations, compensation, and incentives that allow for failure.
5?? Drive
?Teams that sustain their?drive?over the long term help their organizations not only to survive, but to thrive. They prepare for potential setbacks and are industrious focused, diligent, detail-oriented.?They embrace the creative friction that comes from constructive debate, especially when under pressure, and follow a process to resolve conflict.
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?Leadership teams are ineffective
65% of senior executives described their leadership team as ineffective, and only roughly one in five find their executive teams to be high-performing and ; only 18% rated their team as “very effective” with respect to their executive team responsibilities, according to a survey published by The Center for Creative Leadership Partner Network in 2020.
?? Finally, researchers believed that teams generally are the locus of performance and culture in all organizations, and top teams are uniquely positioned to be a role model for how teams can work well together.
Every top team comprises individuals who are oriented differently in how they think, feel, and behave, so building an effective team requires intentional, targeted, collective development over time.?
To build an effective team, researchers recommend companies to create:
??Developmental periods during which they can build specific behaviors and skills, setting times and locations (virtual and physical) when all members convene to learn.
?? So teams develop strong collective behaviors by simulating real situations and practicing skills, such as constructive debate or problem solving, and providing feedback to one another.
?? More than one Team working session: ?Teams that get good results faster prioritize specific behaviors they want to develop and concentrate on incrementally changing them over an extended period of time.
Researchers conclude that without team effectiveness, companies won’t achieve their full potential results.
Thank you?? 贝恩公司 ?researchers team for these insightful findings:?
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1 年Thanks Nicolas BEHBAHANI for sharing such great insights. Individual competence is vital if companies want to create effective leadership overall. I witnessed firsthand how equating the competence level between individual contributors in a given department was vital to create the collective ability needed to excel and support the company. In my work as an HR professional, all the team members in my department needed to have the technical ability related to the HR domain so they would speak the same language. It helped the team to provide a high level of HR service.? What is most important was to replicate this experience to the rest of the departments, so no one department is less in competence level compared to other departments. It's like a pyramid you build one level over the other, and on the top of that pyramid is a leader who keeps the pyramid aligned.?
People Leader. Business Partner. Talent Enthusiast.
1 年Thanks for sharing Nicolas BEHBAHANI
10,000 Hours of Lead Management experience | Helping Insurance Agents scale through outbound sales | Growing to $100million in Insurance premiums|
1 年I think most of us have been on a team that has poor communication, or inner political battles. It leads to frustration, slowdowns, tug of wars and more. In almost all cases, its more effective for a team to work together. The key is understanding how everyone communicates, and aligning to the same goals. If the overall leader is creating incentives or goals that conflict, it will kill collaboration!
Founder & CEO @ Lever Talent | Host of The Lever Show | Helping leaders develop talent strategies that leverage a tech-empowered future.
1 年Great topic, Nicolas. A team with those 5 traits is going to far outperform teams without. That said, even on an executive team, it hinges on one person (the CEO) to set the expectations for those behaviors to exist. Also, regardless of how much of the bottom 4 observable behaviors the team has, without clear direction and alignment on the destination (the first observable behavior listed), there is little the team will be able to do. And, it's ultimately up to one leader to set/approve the direction. So, can one leader do it all? No way. But, can it all fall apart because of one leader? Yup.
Vivo Team is the ONLY digital L&D company that uses unique, internationally award-winning processes and analytics to build your company into one that is winning in the marketplace with people & profits.
1 年Great research Nicholas. Here is a model for developing a high performance leadership team as well as a model for leadership coaching that involves the leader's team members for maximum positive impact on performance. Jim