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How To Build A High-Performance Team

How To Build A High-Performance Team

In every business, Build a high-performance team is a very important part, in fact, the most important part today we will learn what is a and how to build a high-performance team.

Difference Between Group And Team

First, let’s talk a little bit about what is a team, let’s define that because sometimes we’re not entirely clear. Let’s talk about a group vs. team. So characteristics of a group people are individually focused right they have the individual goals and motivations that they’re trying to get out of this particular project or teamwork, they operate by external rules of the order they may have a fixed facilitator. People see themselves really as individual positions of authority. They may not meet regularly, okay. So a group seemed pretty clear what a group is wouldn’t yeah thank you.

Group vs Team

So you want to empower individuals in the team you meet regularly your problem-solving process and improvement, okay you’re debating for sound decisions because you want to make decisions as a team, now some of you may say K@ran that’s kind of obvious right the difference is between a group and an organization. Still, if you think about the way that you approach your team it may be that sometimes we approach it as a group when actually we should be treating it more as a team right we’re looking at the individuals and what the individuals need in that team instead of looking at what the team needs collectively and the and conversely is also true we might have a team which is actually a group of people.

We don’t need to be treating it as a team here we are with a group of people who have individual goals and needs and don’t necessarily see themselves as a team, and we’re trying to do team building events with them that’s also not going to go well.

 

Why You Must Build High-Performance Team Culture

How do you hire and how do you build your high-performance team. Number one, culture. What are you talking about like culture? It sounds so intangible, it sounds so far away from me, but as your company grows you absolutely realize how important culture is. Now what exactly is culture and why is this so important? You have to understand that when you go to a certain point, the company is no longer just about you, that you’re not the main driver of the business anymore, now you are relying on your team, the talents that you’ve hired. And when it comes to people, culture, it’s the glue, it’s what how people work, how they operate, how they think, how they view your corporation, how they view your team, it’s your leadership.

culture of a successful business

Culture, when you have a small team, they can easily be governed by rules and regulations. When you have a big organization, then your people, they’re governed by culture. You see with the right people, with the right culture, everything works. Without the right people, without the right culture, nothing works, and you’ll always get drama within your business. Comment below if you know what I’m talking about. And drama costs bandwidth, drama costs money.

So when it comes to culture, culture is how your team, your people will operate without you being there. When you’re not there how do they think, do they understand what your values are? Do they understand your vision as a CEO, as a leader? That’s the glue, that’s the magic. You see your products might change, the marketplace might change, your service might change, technology might change, but if your people are resourceful, they can pivot, they can adapt. With the right culture, everything works, but without the right culture, nothing works.

Building A High-Performance Team

So I think it’s essential for us to get clear about do I have a group that I’m working with or managing or do I have a team, and today we’re going to talk about how to work with a team and make a team high-performing.

If that’s, I’m assuming that’s what most of you are working in or are managing, So I’m going to take you through as promised. the stages of teams, and we’ll talk first about what’s happening in those stages and then certainly what do we need to do to push a team through to the next step. I have kind of bad news here you can’t skip any of these stages all sides the research shows go through all of these stages to get to the high performing stage, and by the way, this also can apply to your personal life.

So couple’s family members’ real friendships will go through also similar stages, so to talk about it on the personal side for a moment before I get into the professional team, you know when you come together you’re dating right. Everything’s lovely, and you’re very polite with each other, and you know you think that a person’s laugh is adorable and funny, and then you’re together for a little while, and you go through the storming phase. You’re like wow that laugh was kind of cute, but now it’s getting a little annoying right, Okay so this can happen with a couple it can happen with groups friends, but we’ll talk about the professional side, and I’ll let you apply it to your personal hands on your own.

Different Stages Of building a High-Performance Team

Here are some points related to high-performance team concepts

Forming Stage

So what’s happening in the forming stage of teams, people are feeling tentative ensure they’re polite to each other. They’re getting to know each other, and there’s the introduction. you may have some team events where everybody kind of does these icebreakers right I mean you’re really the experts and all that kind of stuff running team meetings and so forth, so people are agreeable right there a lot of clarity is needed right up front of who’s going to be responsible for what what are the roles, what are the responsibilities except criteria you know sometimes today we’re moving so quickly that we may be gloss over the forming stage or we don’t spend enough time in the forming stage the forming step is really really important it’s about employee orientation right and training and those kinds of things.

 Build A High-Performance Team

If we throw people into the cold water, it can sometimes work well, but it’s great if we can take some time out here to emphasize how they could engage in the team and get to know the team and become good at operating within the organization.

Storming

So, what starts to happen in storming is people are feeling more confident which is a good thing right people are beginning to debate, they’re sharing their opinions more there’s more trust being built, so there are some excellent things about storming too, in fact, you may have had this experience where when people come from other organizations.

So one of my friend’s clients is LinkedIn actually, and they recruit a lot out of different high tech companies, so there’s Netflix, and there are Yahoo and all kinds of great companies and people who come from those companies will come into LinkedIn and what happens in a team is they’ll bring in best practices, which is a good thing from those other high tech companies. Still, sometimes it starts to be well you know Netflix we did it better you know Yahoo things worked well right you know when you’ve had that kind of situation.

 Build A High-Performance Team

So it’s okay, and it’s also can get a little bit tricky. So because sometimes it gets challenging, or people start colluding or there might even be some arguments or some fighting we’ll talk about how to solve that because that’s really the one that everyone goes “oh gosh” how do I deal with storming well I’ll give you one little hint about storming don’t ignore it don’t avoid it don’t assume that it’s just going to clean itself upon its own it most likely won’t.

Norming

So, we’ll talk about how to make sure that we get through that effectively then there’s norming and norming is once you’ve come through the storm there should be some sense of calm you know sometimes people just get sick of fighting right they go, okay fine we’ll just give in and make this make things smoother people are sharing responsibility.

 Build A High-Performance Team

Now they’re starting to see themselves as a team right there’s healthy debate there’s interdependence you’re reclassifying the roles and processes. So forth that you did in forming directly, there may need to be some adjustments, and some tweaks based on the storm, so enormous is starting to normalize and get calm. Then you’re able to begin to perform. Hopefully, it’s high performance, so there are many clarity people have said you know well let’s say it just it’s natural we have a team event or a team dinner or a happy hour. Everybody only knows what to talk about. There are no awkward silences right. We’re striving for excellence and be more productive and also sharing responsibilities. We’re celebrating successes right. There’s much excellent communication. Yeah, it’s perfectly normal for a high performing team to have to disagree and have conflict. Having conflict in quarrelling is considered normal and healthy and positive, right because then they’re able to get ideas out there, that’s where innovation comes.

If we’re all thinking in the same way, you have groupthink, and that can be undoubtedly efficient, but it isn’t necessarily going to breed innovation or new ideas.

Performing

Some of the things you want to consider doing in the forming stage are some team-building taking time out for people to get to know each other. What makes people tick if you understand what motivates people. You’re more likely to have their buy into what the commitment is around the team right. So if any of you’ve read anything by Daniel pink, he does a whole series on motivation and what are different motivators and what’s equally essential to the extrinsic motivators. Right so like money or promotions or external recognition are the intrinsic motivators that people have so what are people, what do they care about, what is meaningful to them, in fact, the research shows the Gallup poll just revealed that the number one reasons why people stay in a job are because they feel as though they’re contributing to something meaningful right.

 Build A High-Performance Team

If you think, where do people feel as though they’re committed in terms of teamwork and to the project into the overall vision, that’s where you’ll get the most out of the folks, and the most energy will be within the team? So you’re going to discuss goals and roles, you set guidelines, make sure that people understand what the rules that we’re going to operate by how are we going to communicate with each other, right do we use to chat are. We use phones do we use video what is the right way, and then indeed, as I said earlier, make sure that people have the correct orientation and training on the different processes and products and so forth essential here is anticipating that there’s going to be conflict.

you know you have a team coming together. You know that as a couple, you’ve just gotten married, and you’ve had your honeymoon and that honeymoon may end at some point right. You want to say, we’re going to have some storms, we’re going to have some conflict, we’re going to disagree on some things and the idea is hopefully informing you’ve set some guidelines around that fighting right like we’re not going to fight at the dinner table right, we’re going to take our fights into the living room or we’re not going to fight you know behind people’s backs, we’re going just to surface that conflict, when we’re having a team meeting and discuss it right hey look we disagree on this, we don’t think this is the right way. We’re going to go forward and as a leader, essential that you mined for it. There’s one leader I know.

He says you know what I just when I get people together in the team for the first five minutes. I say okay, tell me what’s not working, inform me. What you’re unhappy about and just let people just sort of vent stuff, and that’s he says that’s helpful because it only allows people to get it all out of their system and then also be able to deal with some of the issues that might be causing problems in the team.

So he can remove some of those obstacles, so they’re able to continue to be efficient and perform well to be able to mediate right, bringing people into your office and sitting them down and saying.

Hey let’s talk about this you know some tension or some collusion is going on here we need to sort that out because it’s not healthy for the team. Then, of course, much listening there’s a beautiful book, it’s called multipliers. The best leaders make everyone smarter beautiful books, and she mostly finds well. I’m going to give you the punchline of the books, and I don’t have to buy them anymore. Still, it’s an excellent book but she interviews leaders all over the world and the essence of it is that good leaders listen more and what I often say about leaders is that, if you could act like an anthropologist right what anthropologists do they observe they ask questions they look a lot that you can be more effective as a leader because you’ll truly understand what your people need.

So, what do we do in norming men team retreat is somehow cute right to celebrate that we’ve come through the storm is a good idea restate Andrey clarify as I said earlier about those rules regulations guidelines processes. How are we going to communicate etc?. How are we going to solve conflict because we’ve all obviously just had some so emphasized all of that in really emphasized the interdependence you know how people are working well together people are starting to feel as though they are we as a team, do you want to encourage the debate I encourage debate and solutions.

Then once you’re at performing key is celebrating success right so sometimes teams you know or leaders of organizations that are high performing kind of go yeah all I need to do is let them run they’ve got this right. So I can go on to other things now and assume that the team’s going to be on autopilot now because they’re running well. That’s when things get a little tricky.

So don’t leave high-performing teams alone make sure you can come in and you say hey you know what can I do to challenge you what can I do to celebrate some of these successes maybe I could do some communication widespread across the organization advocate for both individuals and the team efforts right. So you still have an active role as a leader even in a high-performing team, especially in a high-performing team, if you want to sustain it because the risk is people get bored and they move on the right. You may need to keep them a little bit longer, so the more you can make it attractive for them and appeal to the individual motivations, the better it is there too right and then, of course, sharing leadership responsibilities.

Characteristics of a Great Team Leader

So, sometimes companies what I see now is they’re creating team leadership positions right, or they’re delegating some leadership, so it’s not an official promotion to elite roll or a manager role. Still, they have some leadership or management responsibilities, and that adds another layer of challenge to them, so that’s exciting all right, so you see some of the methods here I hope you’ve already taken away some tips from forming, storming norming and performing.

So, characteristics of a great team leader because that’s really the key of being able to make sure that team gets too high performing and it’s interesting because the research also shows that people leave a job because of the not having a good relationship with their leader or their manager that’s the number one reason why people go an employment. I said earlier that they stay in a job when they’re contributing to something meaningful, so you know I don’t mean to add more pressure on to you but just to be considering you know my job is a role my leader as a manager what how much do I really time do I need to invest in the people in my team.

Some people I’m guessing that many of you also have stuff that you have to get done. you have to work on tasks; you have to jump in and roll up your sleeves and get work done to alongside your team and of course, delegate and take care of your organization.

The statistic is that at least 50% of your time as a manager, at least 50% should be devoted to removing obstacles solving problems listening and taking care of your team.

So the people managers side of your job needs to be at least 50% so if you’re only doing 20 or 30% on people management and you’re just banging away in your laptop and making phone calls and dealing with all the tasks that need to get done at your events like 80% at a time then your people might be going wow I really wish that our manager or leader is there for me a bit more right.

So, if you can spend a little more time on that, you’ll get a better effect or certainly more productivity out of your team, and that’ll help you not have so many issues or conflicts, particularly in the backend or was you get tight it down to the deadlines.

Conclusion

The team is very important at every stage of life in everything, whether you are in a relationship, business world and in the friend circle, Teamwork is important and you must know how to develop a high-performance team.

Because you need your team at every stage on every place and also making a team is not an easy task if you want to build a high-performance team first you have to become a great leader then you will build a  team.

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