5 Characteristics of High Performing Teams

Every leader would agree that having a dynamic healthy team to help you achieve your business vision and plan is crucial to success. Whether you’re a sale professional, branch manager, owner/operator, or CEO, the people on your team will be calling on you to deliver leadership and direction in the year ahead. What can you do to better answer this call and develop your high performing team?

High Performing Team

 

Consider the following characteristics of a high performing team, along with a few best practices to help you start developing these characteristics in your team.

1. Shared Vision – Everyone on the team knows the leader’s vision, is committed to this vision, and has an ownership stake in the vision. When each team member understands where the team is headed and how their specific role contributes to the goals and vision of the team, productivity skyrockets.

  • Put your vision onto paper
  • Develop a Vision Communication Strategy to connect your vision to your team
  • Allow your team to build on your vision and take ownership of it

2. Healthy Team Culture – In a healthy team, people are recognized for their achievements, committed to decisions and plans, and there is genuine fellowship between team members. A healthy team culture allows your team to make better decisions, not waste time on office politics, and accomplish more in less time.

  • Set expectations for a team culture based on trust and healthy conflict
  • Recognize individuals and the team for achievements and living out core values
  • Create opportunities to connect outside of work

3. Clearly Defined Roles and Expectations for Performance – Team members know what they are supposed to do, how their work supports the team, and how they contribute to the overall success of the team. This in turn leads to greater job satisfaction, commitment, and productivity.

  • Identify the roles for your team based on market demands, leadership needs, and your vision
  • Lay out job descriptions with performance expectations and success indicators
  • Perform Team Assessments using DISC or StrengthsFinder to identify the right person for each role
  • Set up a Communication Strategy to introduce the new roles to your team

4. Everyone is Held Accountable – In a culture of accountability the focus is on the personal development of your team and results.

  • Establish one-on-one coaching sessions with each team member
  • Hold regular formal performance reviews
  • Require team members to verbally report on specific projects, goals, and action plans

5. The Leader is an Example – Remember:  people leave leaders, not companies. A leader that walks the talk, cares about his team, and develops his team builds loyalty with his team.

  • Work from your strengths-zone and trust others to do the same
  • Provide HIGH IMPACT team building opportunities
  • Get into the trenches with your team and show them you care

Developing a high performing team is not an event. It is a process. Don’t feel overwhelmed by what I just outlined for you. This process takes time and effort but the payoff can be huge for you and your entire team.

If something I said today resonated with you and you would like help in developing your team in the year ahead, please contact us. We are here to help you and your team increase performance and be more intentional.

EXTRA – If you’d like to hear the January Champions Edge Call where I discuss the 5 Characteristics of High Performing Teams, CLICK HERE.

Make it a great day!

Coach Dan

Please note: I reserve the right to delete comments that are offensive or off-topic.

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