The cements of a High Performing Team

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.

A high-performance team moves through the stages of forming, storming, norming and performing, as with other teams. However, the high-performance team uses the storming and norming phase effectively to define who they are and what their overall goal is, and how to interact together and resolve conflicts. Therefore, when the high-performance team reaches the performing phase, they have highly effective behaviours that allow them to overachieve in comparison to regular teams.

Just by working with other people doesn’t mean that you’re working as a team. Real teamwork implies collaboration, communication and the acknowledgement of a common purpose.

A group is a gathering of people and not all groups are teams. Teams are in fact, a very particular form of group in that they’re interdependent and focused on a common purpose.

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.


High-performance teams have a number of characteristics that are recognised to lead to success




  • 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– trusting 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

  • Coordinative relationship– the bonds between the team members allow them to seamlessly coordinate their work to achieve both efficiency and effectiveness


I Develop and Empower High Performing Teams


My approach ensures that the team operates with a clear sense of purpose, a unifying vision and a powerful model of mutual trust, collaboration, co-creation and agility.

In a world where immediacy and powerful results are key to the success of any venture, the development of high performing teams is a strategic leadership action.

A high performing team shares a powerful DNA and a unique set of principles that enables it to operate autonomously and generate innovative results at the speed of light. Mutual trust, transparent communication and working with the end in mind are key to the modus operandaof a high performing team.

A high performing team is characterized by its seamless synchronicity and alignment whilst valuing and maintaining the diversity of its team members.

High performing teams are key to rethinking the traditional organisation models, and powerful enablers in a virtual world where leadership is often felt but not seen.

In fast changing business ecosystems, leadership and talent rise up and deal with situations that are out of their comfort zone.

Leadership’s ability to think, feel and act in the moment is key to consistently mobilise and engage people throughout the business ecosystem.

Development integrates

– the “development” of behaviours”,

– the “integration” of DNA and

– the “acquisition” of skills and knowledge

Development, unlike training, is

– “real play” (not “role play”), hands-on and directly impacts the day-to-day

– measured in passion, commitment and results

– practical, experiential and focused on generating sustainable results

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

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Albert Einstein