High Performance is Facilitated not Manufactured

One of the mysteries of the world is the magic that occurs when people come together. Tied by a common vision, a goal and purpose, the essence that is created can definitely be felt, even if it can't been seen or touched.

Cracking the code of creating synergy so that the Whole becomes greater than the sum of the parts however, does not come easy. Simply putting a group of people together, does not mean that a great outcome will occur. Often though, as leaders, we assume that we have done our part during the recruitment phase, only to discover, we are left with a group of individuals, rather than a team - in the truest sense of the word.

One of the latest ingredients to confuse even further the recipe to high performing teams, is the fact that they are not always together. Are we over the WFM (work from home) acronym yet!

Remote working, work-life balance, job sharing etc etc...are here to stay. Some organisations have used this as their way of demonstrating a willingness to be progressive, accommodating and accepting of different needs that we humans have. Whilst others have thrown the towel in the air shouting; Please come back now!!!

Regardless of the type of team you are responsible for, getting the magnifying glass out to micromanage each decision will do two things:

1. Stifle your team's growth & performance
2. Limit your own ability to grow

When we accept the Leadership Badge of Honor (the title of leading a team), the pressure starts immediately. The performance of this group of unrelated people, now rests on your shoulders. What if they fail? Does that mean I am a poor leader? How will this reflect on me? Questions I am sure that many leaders ask at some point in their journey.

The key however, is to ask instead, "How Can I" create a high performing team?

You see, I have seen in many arenas, the SuperStar recruit. Perhaps they bring in the bulk of the sales. Other times, they produce most of the widgets. Even in sporting teams, they shine more than others as they play to their own tune. Regardless though, a great team will sustainably out-perform when they synergize!

Hiring a one off SuperStar to fix a team is like having a Baby to fix a Couple...it's fraught with danger!

So let me share with you a playbook that works. One that when done well, will allow you as the leader, to enjoy leading. To experience the privilege that is bestowed upon you and create results that become the norm. No, it doesn't mean you no longer have to do anything. Like all relationships, they must be maintained. However, you won't need to micro-manage each move, only to find yourself frustrated that your input is needed at every-single-step.

My Playbook for High Performing Teams

Firstly - it's critical to understand that there are two parts; Mindset + Mechanics. Roughly speaking, in the magical ratio of 4:1 Mindset to Mechanics as the ingredients towards peak performance.

The Mechanical component is often the easiest. It's the process. The model. The system. With the right training and clarity, this part will take care of itself over time.

However, this is where the trap lies...when your team is not performing, throwing more time and energy at the Mechanic's doesn't necessarily improve the results. Unless of course, the Mechanics are not clear.

Leader's will then put their entire focus into micromanaging the process, the decisions and the steps, hoping that contributing their own superior expertise will improve the performance. However, if the problem is Mindset, then you will only exacerbate the problem.

Rather, as promised, let me share with you a Playbook you can follow. Even around the mystical mindset element (which importantly, plays a 4:1) role in terms of impact.

MINDSET

S.E.T. the Foundations

S: SafetyNet; Create a risk-free culture. Allow them to express and take chances

E: Energy State; Manage the FACADE (Fear, Anger, Confidence, Arrogance, Distractions, Excitement). Each one of these requires different attention. Left alone however, can create a huge influence on the others in the team.

T: Transference; Energy is contagious and most of all yours as the leader. Ensure you are aware of what you are feeling and learn to manage this...whether you try to cover it up with a smile or not, trust me, people will sense your true emotion and react accordingly.

Again; pay much more attention to the Mindset...as it plays a 4:1 level of impact. In other words, no matter how clear or skilled a person is on the Mechanics, a diminished Mindset can reduce the performance dramatically!!

MECHANICS

Specify the Ingredients

I like to use the golfing acronym PAR here, albeit with a different meaning.

P: Purpose; Why are we doing this? Ensure your team is super clear on the purpose of the activity, or objective

A: Actions; How do we take the specific actions and activities that are required to accomplish the outcome.

R: Results; What does success look like? Let them know exactly what true success looks like.

Whilst we often spend a tonne of time in the "A" (Actions), without Purpose or clarity on the Result we are seeking, the picture can look a little fuzzy.

Leaders - my quest is to support you and your teams towards living the Grandest Version of Yourself. You now have a powerful list of focus points S.E.T. - P.A.R to guide your energy towards experiencing a high performing team. Once facilitated, it becomes Culture and now that's where the power lives!!!