We sometimes feel like we’re holding onto the secret formula for building and maintaining a high-performance team. But the truth is, it isn’t a secret; it’s a learnable skillset. We believe that anyone can create a thriving team with the right approach.
It’s perhaps important to say that there are some natural leaders out there that build great teams, although they might not know how they do it! And for others, these skills can be learnt.
Talking on the ReThinking podcast, Brené Brown tells us,
Leadership skills are observable, measurable and teachable. It takes a tremendous amount of courage to put yourself out there and practice them.”
This is podcast gold to us! You can find the episode here: Adam Grant, Brené Brown and Simon Sinek discuss the leadership skills we need to build.
There is an Operating System for Building a High-Performance Team: It’s a Process
Why leave teamwork to chance? Think of building a high-performance team like constructing a building. You can’t skip steps and expect a solid foundation. Each step is crucial to the overall success of your team.
Why Care About Building a High-Performance Team?
We spend so much of our time at work, we deserve to enjoy what we do and to be successful doing it. A quote from Amy Edmondson stuck out to us when researching our previous newsletter on teaming:
“For over a century, we’ve focused too much on relentless execution and depended too much on fear to get things done. That era is over.”
Work life in the tech industry, particularly in sales teams, can take its toll with many salespeople swapping jobs every couple of years. Our research on new hire productivity revealed that:
- Full productivity takes more than six months
- Leaders often need extra time for onboarding
- Revenue targets can be unrealistic
- Onboarding is even more challenging in start-ups and scale-ups
But there’s a bright side. Organisations with a people-focused approach to onboarding, backed by commitment and resources, tend to perform better. So why are we mentioning this?
Introducing TeamX™: Your Path to High Performance
In today’s world of customer experience, user experience, and employee experience, it’s time to focus on team experience. We call it TeamX™. A great TeamX™ doesn’t just boost your team’s success; it also fosters a positive work environment where everyone feels valued and fulfilled.
What does great TeamX feel like?
- You know recognition will go where it should go
- When you’re frazzled, teammates offer their help without hesitation
- You can’t imagine working anywhere else
- Others in your company want to join your team
- You know, together, you can overcome anything
When you have a great TeamX, collectively you can:
- Break down silos
- Unleash your collective strength
- Collaborate behind one shared vision and deliver THE PLAN
- Accelerate your productivity to outperform your industry peers
Why This Process Works
When you create a team culture that is passionate, energetic, and innovative you’re able to tap into the power of TeamX and accelerate your speed of execution.
Based on the four pillars of purpose, trust, clarity, and simplicity, the Operating System for Teams provides a consistent approach to working together to help you achieve your TeamX.
- Purpose: When your team is aligned behind a common purpose, they can execute faster.
- Trust: A trusting environment fosters collaboration, vulnerability, and commitment.
- Clarity: Clear goals and expectations eliminate confusion and ensure accountability.
- Simplicity: Streamlined processes improve efficiency and reduce complexity.
TeamX is Measurable
Our research over the last five years within the Tech Industry shows a direct correlation between a team’s Speed Check result and business outcomes. Teams that achieve the industry benchmark are benefiting from the power of TeamX™ and are high performing.
Listen to the EMEA Sales Enablement Director at Dynatrace discuss this correlation of the Team Speed Check results and performance: Supercharging Dynatrace through People Power (youtube.com)
You can find the full conversation here:
Common Challenges and Solutions
It may not be surprising to learn that there are common blind spots across tech organisations. Once you know what yours are (the Team Speed Check can help here), you can fix them!
Common challenges include:
- Operational complexity | Action: Streamline processes to improve efficiency
- Lack of clarity | Action: Ensure everyone understands goals and expectations
- Clarity and trust disconnect | Action: Address underlying issues to foster commitment
Building and Maintaining TeamX
Once you have TeamX, don’t lose it! It’s like a muscle that you need to consistently work to stay strong.
- Leadership: Effective leadership is essential for fostering TeamX™
- Remote work: Develop strategies to maintain team cohesion in remote environments
- Team dynamics: Balance the needs of new and existing team members
Find the Gap!
If you’re interested in assessing your team’s bright spots and blind spots, the Team Speed Check is a really simple tool to use. All responses are anonymous, and the results build a clear picture of where to focus your time.
If you would like to find out more, please get in touch.
To Wrap Up
There is an Operating System for building a high-performance team. By intentionally developing your team’s skills and creating a positive team experience, you can build a high-performing team that spills over to more satisfied clients. Everyone wins.
Taking the time to grow the combined talents of your team in a structured and consistent way is crucial for long-term success. TeamX is shaped by your leadership style and the team you assemble. We probably overuse the phrase “Go slow to go fast” but it’s worth it.
Remember, it’s not just about the work; it’s about people and how they work together. Afterall, why leave teamwork to chance?
As Scott Herren puts it,
None of us individually are as smart as all of us are collectively.”
Listen to our conversation with Scott on Get Amplified
Share the Knowledge
If you’re mentoring someone or know someone who’s on their way to becoming a great leader, we’d love you to share this with them.
