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The Elements of Building a High Performance Team

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When you talk about building a team of responsive, self-motivated and high performing employees, understand that you will never be able to develop one if there isn’t any profound transparency in the way you operate.

According to Raise the Bar / CEO Aaron Levy, in order to inspire and to lead by example, you need to first clearly identify what it is you expect from your team and how exactly you want them to join heads together to propel your vision into the future.

Sure, it will seem overwhelming at first, but when you chew it down to the bone, your task will quickly unfold into something simple and harmonious. Culture, primarily and uniquely, sets us apart in all aspects of our lives; be it family, work, business, corporations, etc.

It remarkably distinguishes how we integrate and who we essentially become. Employees in any company will always instantly describe their work culture – using words such as positive, motivational, supportive, responsive, focused-oriented, etc.

However, it takes years to build a culture that drives high performance and embed it as second nature in your team. Here we will look into some dynamic elements you can integrate to build a high-performance team from the get-go.

Successful Team Leaders Profoundly Inspire Rather Than Motivate

This is where you step in and lead by example. High-performance teams are built around the concept of pull than push. Self-motivated and skilled employees and leaders are good when it comes to harnessing the overall energy of the team and releasing it in a stream of enthusiasm and competition. They know how to inspire their members by emulating the fact that they are all on a vital mission which can change everything.

Utter Explicitness

As per personal coach and Chief Inspiration Officer Marlo Higgins, without clarity, you will never know where you’re headed. When you visualize what to do (the paths you must take and every action and task you need to perform to traverse those paths), you will have direction. That is when things begin to sound and feel simpler. Overthinking leads to cluttered mindsets; and minds filled with uncertainty can never work together.

Channel Your Agreements and Translate them into Actions

Joseph Folkman, author of “The Extraordinary Leader”, notes that identifying your agreements does not translate into transparency amongst the team. Without immediate and calculated actions on those agreements, you just remain where you started.

The objective of transforming your agreements into synchronized tasks and actions is to ensure there is never room for any sort of confusion. You and your team must always be on the same page and must always know what is to be expected from everyone. Along the way, your team will shift their behaviors and alter their course, which is why it is so important to model the overall goal as the leader.

Once everybody knows what they have to do together to make something work, you can say that you have achieved transparency.

Perception and Identity

High performing employees and teams always want to identify with the leader and other members, and they want to be appreciative and content with their team; a sense of pride. And for good reason, too, they have devoted their efforts and time towards performing with the type of quality you expected.

The self-perception of every member of the team may be more compelling than your business identity. Being a whole part of the process than just being a simple cog in a machine holds great importance for them, and is key to everlasting success.

Company Values

A quality and productive team knows what their priorities are and what is most vital to them. They will be the ones to define how they want to inspire, identify and interact in the team. To them, values aren’t just a bunch of words printed on paper, stuck on the wall. For performing team members, they are a way of life, a code that is packed with emotional meaning.

Values are what propel behavior and every single member of that team will be expected to live by those values in the company. That is why your values must never come across as vague or confusing; they should be clear and easy to communicate inside the company and outside of it.

By integrating these critical fundamentals and acknowledging their power, there is no doubt that you will be able to breathe life into a formidable team. You will be able to provide your team with the space they need to grow on an individual level. By empowering your team, stretching their milestones and increasing the challenges, you won’t just have top-quality employees in your team. You will have champions.

Fatima Mansoor is a writer at Aepiphanni, a small business operations and strategy consultancy that exists to help small business owners CREATE | DESIGN | BUILD extraordinary businesses. She specializes in business & entrepreneurship, digital marketing, and health & fitness. Her focus is on creating compelling web content for small and medium businesses form diverse industries. She mostly writes for entrepreneurs and marketing agencies across the US, Australia and UK.

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