High Performance Team Development

There is a common myth – that high performance teams are a fluke, a random occurrence of the right people randomly thrown together to form a great team. This is completely wrong! High Performance teams are created!

They are created with several pivotal things :

True leadership

First we need manager that can differentiate between their role as a leaders – providing the strategic direction for the troops. And their role as manager as they implement the changes to achieve magnificence. you may already be asking yourself the question – do I truly know the difference between leading and managing, strategy and operational management? Do you know how to change between the two?

Identification of Uniqueness

Every single person in your team has something unique to offer your business. It is your job as the leader /manager to find out what that is and leverage those strengths in a meaningful way. All too often we find square pegs in round holes – people unable to discover their true potential simply because their workflow alignment is incorrect and their leadership team are ill-equipped to uncover the latent strengths within.

Nature Shared Collaboration

Within the team itself, and separate from the strategic leadership provided by leader of the business or the direct manager. Truly high performing teams identify each other’s strengths and can bridge the diversity gap to achieve greatness. In dysfunctional teams, that same gap is the cause of great friction and unrest. What tools do you employ to help your staff bridge the diversity gap?

Strong Behavioural Management

High Performance could be defined as optimal behaviour all the time. To achieve this goal managers need to be able to help their team members to course correct. This makes Key Performance Indicators (KPIs) and annual performance reviews and goals a working, breathing and living document. too often we see the review documentation only taken out of the filing draw 6 monthly or annually and then usually only under duress. This misses the point of having targets and goals.

Long haul flights actually only point directly at the target 2% of the flight time. the only reason the get to their ultimate destination is because they are constantly open to feedback about their course. Are you equipped to help your staff course correct? do you now how often you need to have informal, semi-formal and formal performance reviews?

The secret is out!

So, high performance teams are no longer a mystery – let us help you to create a high performance culture in your business or workplace.