Method #1: Establish an Integrated Mission
Without a common goal, the teams are likely to disintegrate and eventually become totally ineffective. The mission can be defined precisely by a set of common values that are shared by all members of the team – be its dedication to the cause, determination, altruism, loyalty, or another worth. In the process of creating a high-performing team, ensure that you recruit the services of people who share the same values set at the fundamental level. The direction of the team and motivation levels are determined by the number of values that are shared within the group.
The shared values of teams that perform well include:
A. Value-driven interactions: High performers place major importance in bringing value to each interaction with customers as well as others in the team. This value can be in shape in the form of tangible resources (improved results and metrics) and intangibles (increased cohesion of employees, improved customers satisfaction).
B. Honesty-focused teams are a great source of honesty because it allows the ability to communicate clearly and effectively. Also, it provides to provide constructive feedback easily and readily.
C. Integrity-enough said!
Method #2: Define roles
Everyone has something they excel in. In order to achieve this, it is crucial to first know what the strengths of your team are, especially in relation to goals for work-related results and the requirements to be met. Every company could benefit from a thorough study (usually at the time of joining the organization, however, successful hiring processes are a whole article by itself!) which means that the strengths of employees can be readily accessible to the team for utilization.
Once the strengths of employees are recognized and analyzed, it is essential to assign assignments and roles in a systematic manner. The tasks are determined by goals and result from the strategic goals of the company. Moving backward from tasks, assign employees the area that is their primary effectiveness. The effectiveness of the company can be improved by at least 10 percent (my non-scientific estimation) in any stat or metric using this simple method.
In the end, it’s important to keep in mind how team members can be the most useful in areas where they bring the greatest value, as we have discussed in the past.
Method #3: Create Collective and Individual Accountability
It is frequently discussed but is a concept that is often not understood. In actual fact, it is one of the areas in which teams tend to fail and leave management wondering why they are unable to succeed and not meet their goals.
After you’ve done a thorough job of understanding your strengths as an employee and delegating based on the desired results (which must always be linked to the strategic goals), it is essential to implement both qualitative and quantitative methods of assigning responsibilities to employees. Quantitative methods may include specific statistics for a particular task, while qualitative methods may include a review of processes, 360 evals, and so on. Both are essential, as they generally provide convergent information. The use of both methods to assess accountability helps managers identify the areas that require improvement for certain teams as well as individual employees.
It is vital that these strategies for establishing accountability include a schedule and agreement to provide regular and positive feedback.
The application of these guidelines will allow you to form a highly-performing team where the teams work together in synergy and focus, in contrast to the typical effort (usually through committees, which typically waste resources due to their inefficiency), which can weaken and waste the resources available.