Productivity is a big buzzword in the world today, and companies are always looking for ways to increase productivity through their employees.
One effective way to increase productivity is for employers to look at creating high performance teams within their organizations, instead of focusing on individual productivity.
Team success isn’t inevitable. Leaders who monitor and maintain their team so that it operates at peak efficiency can ensure that it successfully achieves its goal. By assessing their team’s effort, knowledge and skills, tactics, and group dynamics, leaders can diagnose problems and make corrections to bring the team back on track.
Whether they have launched a team to achieve a business objective or have inherited one, leaders need to monitor the effectiveness of that team on an ongoing basis and make course corrections that keep small problems from becoming major disasters. Teams frequently run into obstacles and problems. Many fail to live up to their potential, fail to deliver expected outcomes, or fail to produce their results in a timely manner. Many of these failures can be prevented if team leaders assess their team’s effectiveness at regular intervals and monitor their team’s performance.
High performance teams do not happen by chance. They are formed through very deliberate and well-planned steps.
First, let us look at how high performance teams are not created.
Contrary to common belief, high performance teams are not created simply by having shared values, a well-defined corporate vision and mission. Neither is high performance teams created simply by having great workflows and systems. What then are the secrets to creating high performing teams?
The Three Secrets to Creating a High Performance Team
SECRET #1: Get the Right People on Board
If you want to create a high performance team, the most fundamental and critical thing you need to do is to get the RIGHT people on your team.
Jim Collins, author of the best-selling book Good to Great, writes about how some company executives transformed their companies from good to great. He writes that they said, in essence: “If we get the right people on the bus, the right people in the right seats, and the wrong people off the bus, then we’ll figure out how to take it someplace great.”
It is about getting the right people on board.
SECRET #2: Manage It Right, after You Get the Team Right
Once you have the right team in place, you need to manage it in the right way.
Just like in any team, you need to build trust. Without trust as the foundation, anything you do will be on shaky ground. Building trust requires everyone on the team to be sincere, authentic and altruistic. However, not everyone is capable of that, and this is why it is critical for you to ensure you have the right people on board in the first place
A common and regularly dispensed piece of advice to teams is that they need to embrace Open Communications in order to be able to work effectively together. High performance teams require more than just open communications. What is required is Dialogue.
Dialogue goes much further and deeper than open communications. Everyone on the team is viewed and treated as equals. During team dialogues, everyone gets equal weight and airtime in terms of contributing comments, suggestions and ideas.
Authority in high performance teams are relegated to the background. Relegating all authority, power and position titles is one of the most difficult things to do in practice and this is why you need the right types of people on the team – and this also applies to the team leader.
SECRET #3: Establish a Winning Culture
Once you have the right people on board and you have established the norms of communication through dialogues, you are well on your way to building a winning team culture .
Culture is the way people think, work and interact with one another in the organisation or a team.
In building the culture of a high performance team, you will look into creating workflows, systems and team norms that will facilitate the transformation and the crystallization of your team into a high performance team.
High performance teams do not happen by chance and they do not form by themselves. To build high performance teams, deliberate steps need to be taken.
Getting your team off on the right foot is critical to its success. To launch a team so that it increases its chance of success, managers and team leaders should pay attention to four critical points: setting purpose and direction, defining roles and responsibilities, designing procedures and practices, and building cooperation and relationships. Understanding and implementing these elements is key to helping your team accomplish its mission
There are six key aspects, or dimensions, that are consistent across all teams. If all of these dimensions are strong within a team, the team has the means to conduct its work and perform effectively. Those dimensions are a clear purpose, an empowering team structure, strong organizational support, capable internal relationships, harmonious external relationships, and efficient information management.
To know more about how The Idea Smith lean principles and PDCA methodology can help your company improve profitability by reducing lead times, costs and wastes while increasing throughput and customer satisfaction , get in touch .