5 Ways To Build A High-Performance Team
We all have experiences of working in a team: some will be very positive times where we really felt involved, committed and motivated and some experiences that are, well, not anything like that where conflict was the norm and communication and involvement was less than desirable.
Organisational performance, and the assessment of managerial competence, is all about how your team is working and the quality of its outputs – getting the team to work consistently well is a critical success factor for us all.
So, what skills do you need to get your team to perform consistently well and to deliver excellent outcomes?
- Be Inspirational: pull your staff along rather than pushing them! Creating energy and enthusiasm in a team makes the members of that team feel inspired and important. They will also feel that what they are doing ads value and is respected by the wider organisation.
- Resolve Conflicts and Increase Cooperation: conflicts can tear teams apart and leaders need to work to help resolve differences quickly and promote cooperation. Never assume that conflicts will blow themselves out and somehow, magically, resolve themselves! High performing teams quickly resolve problems and move forward to generate outstanding results.
- Setting Stretch Goals; setting goals that challenge staff will push the boundaries of what can be achieved. Teams that consistently produce exceptional results are the teams that other staff will want to be a part of because in those teams’ levels of personal satisfaction are consistently high.
- ALWAYS Communicate the Vision and Direction: keep reminding the team what the Vision and Mission are and how they fit into them. This also ties in with keeping your staff fully informed about what is going on and the changes that are coming and pressures in the system.
- Make sure that you can be trusted: a lack of trust slows down performance and makes the job that much harder to achieve. Staff will also trust people that they like so building a positive and open relationship is very important from the start. A key component here is making sure that you have the right knowledge to deal with issues and to resolve problems quickly and effectively. Lastly make sure that you are consistent in your approach to both people and problems – this goes a long way towards building trust and confidence in your staff about your abilities.
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