Developing high performing teams that are authentic and empowered

I develop high performing teams in challenging and rapid changing environments

A high-performance team can be defined as a group of people with specific roles and complementary talents and skills, aligned with and committed to a common purpose, who consistently show high levels of collaboration and innovation, that produce superior results. The high-performance team is regarded as tight-knit, focused on their goal and nothing else. Team members are so devoted to their purpose that they will surmount any barrier to achieve the team’s goals.

Within the high-performance team, people are highly skilled and are able to interchange their roles. Also, leadership within the team is not vested in a single individual. Instead the leadership role is taken up by various team members, according to the need at that moment in time. High-performance teams have robust methods of resolving conflict efficiently, so that conflict does not become a roadblock to achieving the team’s goals. There is a sense of clear focus and intense energy within a high-performance team. Collectively, the team has its own consciousness, indicating shared norms and values within the team. The team feels a strong sense of accountability for achieving their goals. Team members display high levels of mutual trust towards each other.

The elements to build a high  performing team

Team identity.

refers to how well the team demonstrates belongingness, a desire to work together, and a sense of clarity around the role of each member

Emotional awareness.

considers the amount of attention the team pays to noticing, understanding, and respecting feelings of team members. Is a critical factor in motivation, productivity, and a team’s ability to collaborate. So it’s central to the stability of the team

Participative leadership.

using a democratic leadership style that involves and engages team members

Effective decision-making.

using a blend of rational and intuitive decision making methods, depending on that nature of the decision task

Stress tolerance.

gives the team a reflection of how well it’s doing in managing the pressures of workload, time constraints, and the real needs for work-life balance

Open and clear communication.

ensuring that the team mutually constructs shared meaning, using effective communication methods and channels

Valued diversity.

valuing a diversity of experience and background in team, contributing to a diversity of viewpoints, leading to better decision making and solutions

Mutual trust.

rusting in other team members and trusting in the team as an entity

Managing conflict.

dealing with conflict openly and transparently and not allowing grudges to build up and destroy team morale

Positive atmosphere.

an overall team culture that is open, transparent, positive, future-focused and able to deliver success. Highlights the level of encouragement, sense of humour and how successful the team expects to be. Is a major support for a team’s flexibility and resilience. The heart of a “can-do” attitude. Influences building an energized attitude in your teams

Clear goals.

goals that are developed using SMART criteria; also each goal must have personal meaning and resonance for each team member, building commitment and engagement

Defined roles and responsibilities.

each team member understands what they must do (and what they must not do) to demonstrate their commitment to the team and to support team success

"If you can't explain it simply, you don't understand it well enough."

Albert Einstein