Building high performance

teams

What do you define as success?

Success = Strategy + organizational execution

What is the key factor that contributes or organizational

effectiveness?

“The work of leadership is to get results through high performance teams inspired by trust”

How do you inspire trust?

Character – Integrity, Values, Purpose, vision.

Competence – Ability, skills, results, past performance

Trust is a combination of Character + Competence.

PEOPLE TRUST PEOPLE WHO MAKE THINGS

HAPPEN IN THE RIGHT WAY.

Think of 2 situations

One – You trusted a co-worker/Team

mate.

1. What was your relationship like?

2. How quickly did you get work

done?

Two – You did not trust a

co-worker/Team mate.

1. What was your relationship like?

2. How quickly did you get work

done?

“Trust each other again and again. When the trust level gets high enough, people transcend apparent limits, discovering new and awesome abilities for which they were previously unaware.”

Stages in the development of a

team

Forming

Team polite stage (everyone agrees most times)

Teams are positive, excited and optimistic.

High dependence on leader for direction.

Individual roles and responsibilities and unclear.

Team needs to define its purpose and “why” that will guide everyone through the term.

What can the leader do?

1. Define team values by asking:

What are the values of our organization?

What are three of my core values?

How do I connect my value to the value of the organization?

Define 3 common value statements of the team using this.

2. Create Team Purpose along with the team:

Answer these questions to define your purpose:

- How is our project contributing to our overall LC vision?

- What would be missing without this project?

- What is the impact “we as a team together” want to achieve

3. Train the team

4. Creating a team planProject Goal Key

Action steps

Action steps for the month

Week wise action steps

Current situation

Next/Action steps

5. Understand the team and build inter-personal

relationships

Do the belbin assessment test with the team to understand every individuals team role and contribution.

Have bi-weekly informal meetings with the team.

Remember – TRUST your team and inspire TRUST in your team through your values and performance.

Be a good listener

In groups of 3

What are the few things you will do in the forming stage with your team?

How will this positively impact performance and culture in the LC?

What are some of your strengths that allow you to focus on this stage and build a strong foundation for the team?

Storming

What is the team characterized by?

Decisions don’t come easily within the group.

Number of disagreements increase.

There are many suggestions and ideas.

Team members tend to form an opinion of each other and the leader.

The team and the leader realize that the project is more challenging than expected.

Some things may not go as per plan.

What can the leader do?

1. Make goals, roles and responsibilities very clear:

If the team understands who is responsible for what, the INDIVIDUAL bottom line of EVERY member along with the overall goal, confusions will be lesser.

Ensure the team has a week wise plan which is being followed.

Have an EFFECTIVE weekly meeting to get quick updates.

How to do effective meetings?

Define the objective and purpose of the meeting.

Have a concrete and timed agenda. 2 hours is ideal.

Carry minutes of the previous meeting with you.

Ask the right questions.

Listen and be open to suggestions/ideas.

Being decisive is important!

3. Individual meetings with the team

Have a conversation about goals vs. achieved

Appreciate the individual for what is going right and create a POA with him/her to fix something that isn’t working out.

Focus on the individual learning by asking questions:

1. What do you think are your strengths?

2. What have you learnt?

3. What do you want to learn in the coming 2 or 3 months?

Ask the individual if he/she has any feedback for you as a leader.

Ask Yourself

1. How will I as a leader ensure maximum synergy and coordination at this stage to drive performance?

2. What are they key leadership behaviours that are going to be necessary at this stage?

3. How will I ensure the team continues enjoying work and is still focused?

Norming

What is the team characterized by?

Agreement and consensus.

Big decisions are made.

Results improve on the team.

The team starts bonding more at social occasions as well.

Shared respect for each other and the leader.

What can the leader do?

Beware that the team may bounce back to the storming stage – this needs to be solved through coaching and informal social activities.

Give some team members additional responsibilities. Will make them feel they are trusted!

Provide constructive feedback to resistant and difficult team members constantly.

Ask Yourself

What are the 3 key things you will do in the norming stage with your team?

How will this positively impact performance and culture in the LC?

What are some of your strengths that allow you to focus on this stage and build a strong foundation for the team?

Performing

What is this stage characterized by?

The team is more strategically aware.

The team knows it is moving towards meeting its purpose.

Members are self-driven with a will to achieve organizational goals and reflect on their individual learning.

What the leader can do?

Keep the enthusiasm level high constantly!

Make sure members are thinking about their individual learning and doing more because they value what they have learnt.

Over-see and not give too much advise. Let team members learn from leading themselves.

Ask Yourself

What are the 3 key things you will do in the norming stage with your team?

How will this positively impact performance and culture in the LC?

What are some of your strengths that allow you to focus on this stage and build a strong foundation for the team?

Remember

Without building trust, your team will not follow these stages of development.

Individual development is AS important as meeting organizational goals!

Being goal and impact oriented in meetings is good.

ALWAYS talk about the bigger picture!

None of this will work unless YOU are not performing to your best!

High performance teams with the right value will TRANSFORM YOUR LC culture!