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How do you develop a high performing team?

When were you in a team where you felt you belong? you loved getting out of bed every day and connecting with your peers, they inspired you, you felt safe to share your vulnerabilities, felt safe to challenge the norm and together you delivered outstanding results?

Are you in a team where you feel you belong? you loved getting out of bed every day and connecting with your peers, they inspired you, you felt safe to share your vulnerabilities, felt safe to challenge the norm and together you delivered outstanding results?

Patrick Lecioni’s story of the Five dysfunctions of a team, is about the foundations that have to be in place to be a high performing team. As a leader your role is to create a safe environment for the team to express themselves without judgement and actively encourage the team to challenge, so the team can develop and remain highly engaged.

Here are the seven steps for you as the leader to build a high performing team:

  1. Build the strategy for the year ahead together with the team. Why is this important? buy in, engagement, influence, debate and ownership. https://angelalovegrove.com/2019/11/25/how-do-you-construct-and-deliver-strategy/
  2. Once the strategy is in place. Reviewing progress(monthly/quarterly): what’s working and not working, is essential with the team. Celebrate every success along the way, as the motivation for the team is critical. When parts are not working; Ask the team why they think it’s not working? what should we do? Amend the strategy and don’t forget to share the learning. At the back of the book 5 dysfunctions of a team, there is a survey and action plans on each of the 5 dysfunctions, use this with your team quarterly to see which area of the 5 dysfunctions need attention.
  3. On the bus/off the bus. If the commitment of an individual or individuals is not there, tackle the situation head on. What is the issue? Is it behavioral? Get on top of this quickly as having a detractor in the team can slow the whole team, even if they are outstanding performers. Toxic individuals can bring a whole team down.
  4. During Covid19 my business coach delivered a 6 week team coaching session on resilience. The lessons from these sessions was it created psychological safety for the team, we all shared more that we had done in the last 6 months, the result was more trust than you can ever imagine. https://angelalovegrove.com/2020/06/03/just-completed-a-6-week-resilience-team-coaching-during-the-pandemic/ Highly recommend running or getting an external facilitator to run team coaching on resilience.
  5. Another lesson during Covid19, the importance of regular 30 minute check ins without an agenda. Time to catch up and share, more recently the challenges for the team in Melbourne.
  6. Personal development plans for each team member. Tailoring to the ability and need of the individual. This is critical for motivation and development. Being able to clearly articulate the difference between average, above average and excellent with clear examples of what they need to deliver helps them understand how they can be more successful.
  7. Work with your team members to find internal and external mentors. This is so powerful, there are many times I have had individuals looking to move into different areas of the business and I have found them a mentor in that area and within 12 months they have secured a role.

Diversity is key to the above being successful. If you have inherited a team with poor diversity, here are some additional steps that you will need to take:

1. If you are in a corporate with a graduate program, go and introduce yourself to the Graduate talent manager, find out why graduates would find coming to your part of the business interesting and become a “destination for graduates”. They really know how to shake up a culture with their drive and curiosity.

2. Find talent in other parts of the business looking for a challenge and secure them on a secondment to deliver key components of the strategy. This is a true win/win in business for the individual and for the company.

3. Ensure the minorities are well supported and take time to understand any poor behavior. In my experience where you have low diversity of age, culture, gender and LBGT, you will have behaviors that will not be acceptable.

4. Expect to take 12-24 months to fix.

There are many leaders who believe the term “high performing teams” is overused. For me it is absolutely essential as a leader to create the environment that people can thrive and deliver outstanding results and that by definition is High performing teams.

I wish you all the best with building a high performance team.

By angelalovegrove

Angela has over 20 Years International Business Leadership experience in Technology sector working across the Financial Services, Government, Telecommunications, Construction, Mining, Consumer products, Retail, Not for Profits, Manufacturing and Health

Angela has led the setting up of technology start ups including fund raising - Quofore Europe, Asia Pacific, Masterpack Europe, Tenuteq Europe, High growth leadership Quofore Asia, Salesforce.com Australia, nbnco Business and Transformation leadership at Telstra Business NSW Australia.

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