Leading high-performance teams!

Since a while ago, high-performance teams have been one of the key values to a company to grow up fast and develop new products. Every year the competition between companies is higher. Having the best of the best will give advantage and more probabilities to give further steps.

Do you want to know what the main reasons for this mental development are? Keep reading!

Variables that measure the development of high-performance teams

Some indicators can give us a clue if a team or a company is going to reach the next level, here I let you some of them:

1. Self-motivation:?The fuel that we use to keep achieving results. Many people think that motivation will come after an event, but the truth is that motivation should be born from us (this is called intrinsic motivation).

Companies that are approaching high-performance teams don't expect to motivate them, they expect people to be already motivated, people need to be mentally prepared to give the "130%" of their energy.

High-performance teams are made to take bigger steps in a shorter time (like a snowball??) . These are people who don't mind working even for free while they think about their future because they know that they will perform faster.

2. Feel safe: Psychological safety makes people have the guarantee that if something goes wrong, it is not the end. Understanding that variables are under control will give the teams the confidence to keep rolling the wheel.

It's like the "trapeze artist" who always makes the same mastered trick because he/she/it doesn't know if making a different input the result will be an unexpected output. We also find resilience like one of the most common things of high-performance teams. This resilience is the capacity to overcome adversities. That's why given that psychological safety is very important.

How do you build resilience on high-performance teams?

Many companies think that to achieve it, they only need to do 1 to 1 (have a private conversation) with the people. To build resilience is necessary something else. Here I let some of the key values:

• Understanding that what the employee says?makes an impact?on the environment.
• Employee need to?have the confidence?to make decisions because they feel themselves safe (psychological safety).
• Employees have to understand that?they can lead, make value or feel listened to by any hierarchy member.

If this is not built, employees will not be adapted to many inputs like a conversation with a potential customer or have the necessary empathy with other team members.

What are the steps to fit in high performance-teams?

Often, bosses slow down the progress of team members because they feel that they need to have control of everything.? The problem with this is that companies only achieve obedient employees. The double edge is that if the boss is not there, the company goes down.

The key steps to achieve a high-performance team are two:

• Let people speak.?When the team feel listened to, their confidence goes up. They notice that things change when they participate more and more.
• Let people act.?The team need to feel that they can make what they say, letting them be their own leaders. It requires time, good tracing and mentoring. Companies need to educate.

All starts with the empathy

Empathy is one of the?main skills?that high-performance teams should have individually and as a group. Empathy is the?capacity to understand?what others feel from their perspective.

In the case of a boss, they need to have high empathy to understand what passes for the mind of an employee when their salaries go down, if they fail a task, or have external problems.

Every case is different, being well adapted to every situation will give a better environment and also a great space to work.

Good leaders are able to "take the helm". They need to show the rest that they are the first to have things under control, feel self-motivated, have empathy, etc. The best leaders are role models, leaders need to lead by example!

People are not just numbers, every person is completely different. Letting them have their maximum potential is like a race without an end. The progress needs to be constant!

What do you think about high-performance teams? Did you find it useful or think that it can be useful for others? Leave your doubts and suggestions in the comments down below. ??

Did you know that at Ignite Mentoring Program we train your team to become high-performance leaders? Learn more about this training by clicking here!