Being a part of a high-performance team can be an exhilarating and accomplishing experience in itself. And, leading a team full of skilled, empowered individuals is the icing on the cake. A high-performance team does not only rejuvenate you inside out but also encourages you to fulfil goals you thought were impossible. Building a high-performance team may not be an easy task, but with the required support and corporate services, you can do wonders!
In this article, we will explore why few teams perform better than the rest and what sets them apart. Also, we will discover key practices performed by HRs to produce the best output. We will also provide you with information on corporate services to support you.
What is a high-performance team?
A high-performance team is a group of individuals with open communication, a common set of goals, shared trust and mutual leadership between both parties. There is an early resolution of arguments and each member accepts the responsibility for his/her actions. Each of their members brings something to the table so that the team puts its best foot forward.
Building a high-performance team is much more than pulling together a set of individuals with the right skills. Let us see what are the characteristics of high-performing teams:
- The team is goal-oriented and members collaborate together
- They have a two-way open communication
- The team is innovative and is in for continuous learning
- The team is willing to accept constructive criticism
- They meet deadlines effectively
How to cultivate these characteristics to create your own high-performing team?
Skills to Build a High-Performing Team:
Team leaders in high-performance teams are encouraging. They are the backbone of the entire team and create an environment of constant learning with enthusiasm to meet the goals. As a manager, you should keep your team focused on vision and provide direction. A high-performance leader ensures team activity, keeps them informed and channelizes their energy towards achieving organizational goals.
- Communication is your precedence
We often take the power of words for granted. Effective communication can resolve conflicts, engage the team and meet organizational priorities. Failure to communicate can cost a lot to the firm. Thus, a manager should ensure that there is open communication with no barriers within a team. Also, he/she should make sure there are no barriers to effective communication. This will ensure your team’s agility and dissemination of information.
- Tackle conflicts within a team
Conflicts can prove to be a bane for a team. While there are several reasons for a conflict to arise, the best way to approach it is by staying prepared for it. Assimilate the team together and create a shared sense of purpose. In a high-performance team, a conflict is addressed urgently to avoid chaos.
- Initiate team alignment and cooperation
A high-performance manager should create a unified purpose to make team members feel connected to a team. Evaluation of organizational priorities is an important aspect in this term. This helps to ensure that their goals are aligned and drive their performance.
- Faith is the key
As a high-performance leader, you shall have faith in your team. Trust, when mutual, can lead to an increase in productivity and success for your organization. Therefore, you should respect their opinion, recognize differences that lead to conflicts and strengthen weaknesses. This, in turn, will make your team members trust you.
- Set Smart Goals
A group of skilled team members like to do something out of the box or extraordinary. They won’t want to waste their time doing something an ordinary team can. When they accomplish it, they feel competent and confident. Thus, a manager should set up stretch goals to unshackle their initiative and develop opportunities to help employees feel motivated to perform well. Always look at the bigger picture while establishing goals.
- Feedback- a give and take mechanism
Feedbacks are an appraisal of your team members and an acknowledgement to you. Good feedback involves constructive criticism, performance appraisal and thoughtful consideration- and is the key to improving a company’s corporate services. By recognizing your team effort and their achievements, you stimulate them to perform better. Feedbacks do not necessarily have to be financial incentives, nor a prompt rebuke. Mere acknowledgements for the efforts that show your team that they are valued can go a long way.
If you have followed the above steps, you are already on your way to build a high-performance team. But a team can demolish as soon as it is moulded if it is not done in the right manner. Thus, having support to assist and provide you with corporate services can prove to be handy in developing a high-performance team.
Brainwonders has been working and partnering with the corporates for over 10 years and has been successful in providing corporate services. We provide a written charter to address the needs of a high-performing team and make the best use of their skills. We also have experts handy to provide you with assistance as and when you need it.