7 Secrets of High Performing Teams That Get Results

I’ve worked with a lot of teams over the years, from the good to the ugly. And let me tell you, there’s nothing quite like being part of a high performing team. It’s like magic. Everyone’s in sync, cranking out amazing work, and loving every minute of it.

Here’s the deal: creating a high performing team isn’t a matter of chance. These teams have cracked the code, employing unique strategies that make all the difference. Having observed this firsthand, I’m thrilled to reveal their secrets.

Ready to take your team to the next level? Let’s jump in and explore the 7 secrets of high performing teams that get results, consistently.

Table Of Contents:

• Characteristics of High-Performing Teams
  • Clear Goals and Expectations
  • Diverse Perspectives and Skill Sets
  • Mutual Respect and Trust
  • High Level of Engagement
• Strategies for Building High Performing Team
  • Define Clear Roles and Responsibilities
  • Foster Open Communication
  • Encourage Continuous Learning
  • Celebrate Successes and Learn from Failures
• Leadership Practices for Managing High-Performing Teams
  • Set Clear Goals and Expectations
  • Empower Team Members
  • Provide Ongoing Support and Resources
  • Seek and Provide Regular Feedback
• Overcoming Challenges in High-Performing Teams
  • Balancing Individual and Team Goals
  • Encouraging Risk-Taking and Learning from Mistakes
  • Aligning with Organizational Objectives
• Measuring and Sustaining High Performance in Teams
  • Setting Measurable Performance Goals
  • Conducting Regular Performance Reviews
  • Gathering Employee Feedback
  • Recognizing and Rewarding High Performance
• Conclusion

Characteristics of High-Performing Teams

Photo by Randy Fath

What makes a high-performing team tick? It’s not just about assembling a group of rock stars and calling it a day. There’s a secret sauce, a special blend of ingredients that when mixed just right, creates a team that consistently crushes it. A team that’s not just good, but great. High performing teams seem to generate their own energy and elevate everyone on the team to their full potential. So what are these magical ingredients? Let’s break it down:

Clear Goals and Expectations

First and foremost, high-performing teams have crystal clear goals. There’s no ambiguity, no “I thought you were doing that” moments. Everyone knows exactly what they’re working towards and what’s expected of them. It’s like a well-choreographed dance – each team member knows their part and how it contributes to the overall performance. In my experience leading high-performing teams, setting clear goals and expectations from the get-go has been crucial. It sets the stage for success and keeps everyone aligned and accountable.

Diverse Perspectives and Skill Sets

Next up, diversity. And I’m not just talking about demographics (although that’s important too). I’m talking about diversity of thought, experiences, and skills. High-performing teams are like a well-rounded meal – you need a little bit of everything to make it balanced and satisfying. Each team member brings something unique to the table, and together, they create a powerhouse of problem-solving and innovation. I’ve seen firsthand how teams with complementary skills can tackle challenges from all angles and come up with solutions that are nothing short of brilliant.

Mutual Respect and Trust

But diversity alone isn’t enough. For a high performing team to really thrive, there needs to be a foundation of mutual respect and trust. Team members need to feel safe to speak up, share ideas, and even disagree. They need to trust that their colleagues have their back and are working towards the same goals. Building that trust takes time and effort, but it’s so worth it. When team members truly respect and trust each other, they can accomplish amazing things together. It is also an important element in employee retention.

High Level of Engagement

Last but certainly not least, high-performing teams are highly engaged. They’re not just going through the motions or punching a clock. They’re invested, passionate, and willing to go the extra mile. Employee engagement is a hot topic these days, and for good reason. Engaged team members are more productive, more innovative, and more likely to stick around for the long haul. But engagement doesn’t just happen by chance. It takes intentional effort from leaders to create an environment where team members feel valued, supported, and inspired to do their best work. So there you have it – the secret ingredients to a high-performing team. Clear goals, diverse perspectives, mutual respect, and high engagement. Mix them all together and watch the magic happen.

Strategies for Building High Performing Team

Alright, so now that we know what makes a high-performing team tick, let’s talk about how to actually build and develop a high performing team. It’s not as simple as throwing a bunch of high-performers in a room and hoping for the best. Trust me, I’ve tried that – it doesn’t work. Building a high-performing team takes intentional effort and strategic planning. Here are a few key strategies I’ve found to be effective:

Define Clear Roles and Responsibilities

Remember how we talked about the importance of clear goals and expectations? Well, the same goes for roles and responsibilities. Each team member needs to know exactly what their job is and how it fits into the bigger picture. This helps avoid confusion, duplication of efforts, and those dreaded “I thought you were doing that” moments. When roles are clearly defined, team members can focus on their strengths and excel in their areas of expertise. It’s like a well-oiled machine – each part has a specific function and when they all work together seamlessly, the result is a thing of beauty.

Foster Open Communication

Open communication is the lifeblood of any high-performing team. Without it, misunderstandings happen, resentment builds, and progress grinds to a halt. But fostering open communication takes more than just saying “my door is always open.” It requires intentional effort to create a safe space where team members feel comfortable speaking up, sharing ideas, and even disagreeing. As a leader, it’s important to model active listening, provide regular feedback (both positive and constructive), and create clear channels for communication. Whether it’s daily stand-ups, weekly team meetings, or an open Slack channel, find what works best for your team and make it a priority.

Encourage Continuous Learning

High-performing teams are always learning and growing. They don’t rest on their laurels or stick to the status quo. They’re constantly seeking out new knowledge, skills, and ways to improve. As a leader, it’s important to encourage and support continuous learning. This could mean providing opportunities for professional development, cross-training, or even just setting aside time for team members to pursue passion projects. When team members feel like they’re constantly learning and growing, they’re more engaged, more motivated, and more likely to stick around for the long haul. Plus, a team that’s always learning is a team that’s always innovating and staying ahead of the curve.

Celebrate Successes and Learn from Failures

Finally, don’t forget to celebrate successes and learn from failures. High-performing teams know that success is a team effort and failure is an opportunity to learn and grow. When the team achieves a big win, take the time to recognize and celebrate everyone’s contributions. Whether it’s a team lunch, a shoutout in a company-wide email, or just a heartfelt “thank you,” a little recognition goes a long way. And when things don’t go as planned, don’t sweep it under the rug or point fingers. Instead, use it as an opportunity to reflect, learn, and improve. Conduct a post-mortem, identify what went wrong and what could have been done differently, and use those insights to inform future projects. By celebrating successes and learning from failures, you create a culture of continuous improvement and a performance driven team that’s always striving to be better.

Leadership Practices for Managing High-Performing Teams

So, you’ve built a high-performing team using the strategies we just talked about. Congrats. But now what? How do you keep that momentum going and ensure the team continues to thrive? As a leader, your role is crucial in managing and supporting a high-performing team. Here are a few key practices I’ve found to be effective:

Set Clear Goals and Expectations

I know, I know – we’ve talked about this one before. But it bears repeating because it’s just that important. As a leader, it’s your job to set clear goals and expectations for the team. This means communicating the big picture vision, breaking it down into specific, measurable objectives, and ensuring everyone understands their role in achieving those objectives. But it’s not just a one-and-done conversation. It’s important to regularly check in with the team, provide updates on progress, and make adjustments as needed. This helps keep everyone aligned and accountable.

Empower Team Members

High-performing teams are made up of empowered individuals who feel ownership over their work and are trusted to make decisions. As a leader, it’s important to give team members the autonomy and resources they need to succeed. This means delegating responsibilities, providing necessary tools and information, and getting out of the way when appropriate. When team members feel empowered, they’re more engaged, more motivated, and more likely to go above and beyond. Plus, it frees up your time as a leader to focus on the big picture strategy rather than micromanaging every detail.

Provide Ongoing Support and Resources

Even the most talented and empowered team members need support and resources to do their best work. As a leader, it’s important to be available and approachable when team members need guidance or assistance. This could mean regular one-on-one check-ins, providing access to training or professional development opportunities, or simply being a sounding board for ideas and concerns. It’s also important to ensure the team has the necessary resources to succeed, whether it’s budget, tools, or personnel. Don’t leave your team hanging – advocate for their needs and remove any obstacles in their way.

Seek and Provide Regular Feedback

Finally, high-performing teams thrive on feedback – both giving and receiving. As a leader, it’s important to provide regular, constructive feedback to team members. This helps them understand what they’re doing well and where they can improve. But don’t just focus on areas for improvement – be sure to also recognize and celebrate successes and achievements. It’s also important to seek feedback from the team. Ask for their input on projects, processes, and even your own leadership. This not only helps you improve as a leader, but it also shows the team that their opinions and perspectives are valued. By seeking and providing regular feedback, you create a culture of continuous learning and improvement, and a team that feels heard and valued. So there you have it – the key leadership practices for managing a high-performing team. Set clear goals, empower team members, provide ongoing support, and seek and provide regular feedback. Do these things consistently and watch your team soar to new heights.

Overcoming Challenges in High-Performing Teams

Photo by Danka & Peter

Even the best teams face challenges. But high-performing teams don’t let obstacles derail them. They have strategies in place to manage conflict, balance individual and team goals, encourage risk-taking, and align with organizational objectives. Let’s break down how they do it. Conflict inevitably arises in any team. The key is addressing it head-on in a healthy, productive way. High performing teams view conflict as an opportunity for growth. They focus on the issues and organizational goals, not individuals. Active listening, empathy and a collaborative problem-solving approach are essential.

Balancing Individual and Team Goals

While team goals take priority, high performing teams don’t ignore individual goals, needs and aspirations. Quite the opposite. They align personal objectives with team priorities. They provide opportunities for each member to grow, develop new skills, and shine in their role. Regular one-on-one check-ins ensure individual needs are met. When team members feel valued and supported in reaching their own goals, they’re more invested in the collective team effort.

Encouraging Risk-Taking and Learning from Mistakes

You can’t innovate without taking risks. High performing teams embrace this. They create a psychologically safe environment where people feel comfortable experimenting, making mistakes, and learning from failures. Mistakes aren’t hidden or punished – they’re openly discussed and mined for insights. 

In fact, it isn’t evil at all. It is a necessary consequence of doing something new.” Celebrating the lessons learned from failures reinforces a culture of continuous improvement and team performance. It keeps the team pushing boundaries and driving team success.

Aligning with Organizational Objectives

No team operates in a vacuum. High-performing teams understand how their work fits into the bigger picture. They align their goals and efforts with overarching organizational priorities. Regular communication with stakeholders keeps everyone rowing in the same direction. Team leaders play a vital role here. They translate high-level strategy into actionable team objectives. They advocate for the team’s needs and remove obstacles. Crucially, they keep the team focused on what matters most to the business. High performing teams seem to generate their own energy and elevate everyone on the team to their full potential. By proactively managing these challenges, high-performing teams don’t just survive – they thrive. Next, let’s explore how to measure and sustain that high performance over time.

Measuring and Sustaining High Performance in Teams

Photo by Mohamed Hassan

High performance isn’t a one-and-done achievement. It requires ongoing effort and attention to maintain. The best teams are never satisfied with the status quo. They’re always looking for ways to improve, to push the boundaries of what’s possible. But you can’t improve what you don’t measure. Regularly assessing performance – both quantitatively and qualitatively – is essential for sustaining success.

Setting Measurable Performance Goals

It all starts with setting the right performance goals. High-performing teams establish specific, measurable objectives that challenge them to stretch and grow. These goals should be developed collaboratively. Involving the whole team creates buy-in and ensures everyone is aligned and accountable. The goals also need to be agile. Regular check-ins allow the team to adjust course as conditions change or new information emerges.

Conducting Regular Performance Reviews

High-performing teams don’t wait for annual reviews to talk about performance. They build feedback into their daily routines. Frequent, informal check-ins keep everyone on track and surface issues before they become problems. More formal quarterly or bi-annual reviews provide opportunities for deeper reflection and goal-setting. 360-degree feedback, where team members evaluate each other, can offer valuable insights. It fosters a culture of shared accountability and growth. The focus should always be forward-looking. Performance management isn’t about judging past behavior, but elevating future performance.

Gathering Employee Feedback

High-performing teams don’t just measure performance output. They also gauge the human side of the equation. Regular employee engagement surveys and pulse checks help leaders keep a finger on the team’s wellbeing and satisfaction. Are people feeling motivated, supported, and fulfilled in their work? Creating space for honest feedback – and acting on it – shows the team their opinions matter. It helps identify and address any pain points before they impact performance or lead to turnover.

Recognizing and Rewarding High Performance

Finally, high performing teams celebrate their wins. They take time to acknowledge and reward great work. Recognition can take many forms – public praise, bonuses, growth opportunities. The key is tailoring it to what motivates each individual. Showcasing success stories not only boosts morale, but sets the bar for future performance. It sends a clear message about what excellence looks like and inspires the team to keep reaching higher. Sustaining high performance is an ongoing journey. By measuring the right things, continuously improving, and keeping people engaged, teams can achieve extraordinary results not just once, but again and again.

Conclusion

Building a high performing team takes work, but it’s so worth it. When you have clear goals, defined roles, and a culture of trust and continuous learning, amazing things happen.

Being a leader means being the guiding light for your team. Provide support, resources and spend time to help them thrive. Show them the way through your own actions and attitude. When successes happen, celebrate together as a united front. When things don’t go as planned, use those moments to learn, grow, and come back stronger. The journey of leadership is one of constant growth and improvement.

With these secrets in your back pocket, you’re well on your way to leading a high performing team and high performing organisation that knocks it out of the park, every single time. So go out there and make it happen!