Four ways to build high-performing teams

Four ways to build high-performing teams

Throughout my career, I’ve had the privilege of witnessing firsthand how the dynamics of a team can make or break success. I’ve seen how teams that struggle to communicate can ultimately fail to deliver on their goals. But I’ve also been fortunate to work with teams – like those at [solidcore] – that achieve ambitious targets (and have fun doing it).

What makes the difference?

High-performing teams aren’t a matter of chance. They’re the result of fostering the right culture and empowering people to bring their best selves to work. Here are four key strategies I’ve learned:

1. Hire the right people.

The best-performing teams start with the best-performing people. Clearly define the skills, experience, and attitudes needed for success, then strategically focus on hiring people who exhibit that.? Look for candidates who are not only talented in their field but also have strong interpersonal skills and a growth mindset. At [solidcore], we hire and promote talent that makes us better, people we can learn from at all levels. I personally place a lot of value on an individual’s Adversity Quotient and Emotional Intelligence.?

You may interview candidates with phenomenal resumes, but if they aren’t curious learners with a growth mindset, you’re handicapping your success.?

???????2. Place purpose at the center.

The best jobs are the ones that don’t feel like work – but it’s easier to talk about this kind of culture than it is to actually create it. Every person wants to make a difference in the world. We all want to know that our efforts have meaning, that we are leaving a legacy.?

At [solidcore] we remind ourselves that every action we take impacts a client’s life. We share client testimonials during every Full Company Meeting, we talk about the impact we have on clients lives during our Monthly Business Reviews. We try to never miss an opportunity to bring our clients into the conversation and remind ourselves of the importance and impact of our work.

3. Provide regular feedback and support.

Nearly all companies perform year-end reviews, but it’s rarer to find leaders who provide regular, consistent feedback. This is especially important because sometimes a team member may be working (successfully) toward the (wrong) objectives!

When you provide feedback to your team members, be specific, and offer support and guidance when needed – including opportunities for training, learning, and professional development. Create an environment where expanding skills and knowledge is the norm. This could mean providing development opportunities during the workday, or celebrating someone for stepping outside of their comfort zone to expand their experience.?

Regularly scheduled development and feedback conversations throughout the year are paramount to team member success. Ensuring your team members are receiving growth advice and feedback quarterly (at a minimum) is crucial to their engagement and performance.?

4. Lead by example.

In the well-known TV show Undercover Boss, executives work in disguise alongside entry-level employees to find out what’s happening at their companies. But the best business leaders really do work on the frontlines with their teams. Dara Khosrowshahi, CEO of Uber, worked as a driver for months to learn ways to improve the experience. Starbucks CEO Laxman Narasimhan spends one day a month as a barista. Airbnb CEO Brian Chesky rents a room in his San Francisco home (for $0).??

As a leader, it’s important to lead by example and demonstrate the qualities and behaviors that you expect from your team. Show you are committed, supportive, and willing to roll up your sleeves and work alongside your team members. Personally, going through coach training and coaching monthly at my local studio is the absolute best use of my time!?

Most importantly, encourage open and honest communication among your team members. Create a safe and respectful environment where team members feel comfortable sharing their ideas and concerns. Everyone wants to work on a team where they feel valued and included, and where creativity and innovation are encouraged.

Summary:

As you know, this list of 4 ways to build high performance teams could be much, much longer. However, seeing the potential in others, fostering an environment for them to show up as their best selves, providing the opportunity to make an impact, and ensuring each team member is valued, goes a long way. After all, winning is fun and exciting. And work should be too.?

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