High performing teams

High performing teams are typically defined as ‘A group of people with specific roles and complementary talents and skills, aligned with and committed to a common purpose. They show consistently high levels of collaboration and innovation and produce superior results.’

What is talked about less is the psychology required to create and maintain a high performing team. At the heart of any high performing teams is trust, a common set of values and candour, which is seen for what it is – seeing and supporting the highest in each other.

All high performing teams know why they exist and what they need to achieve in the context of delivering the organisation’s strategy. This is where we start – defining team purpose and vision.

Then it’s about facilitating conversations that establish psychological safety and trust – vulnerabilities are aired, conflict is recognised as a healthy necessity, commitment discussions go the distance, accountability is willingly taken, and others’ success is called out and celebrated.  This creates the foundations for achieving stretch goals and sustainable success.

Teams whose ambition goes beyond themselves, who are determined to deliver their own goals to ensure the team’s success, achieve consistently better results.

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Anyone who has been a member of a high performing team wants nothing less ever again - it is the best place to work, grow and develop

Using neuroscience and diagnostics* we create team strengths maps. What is the balance across the team? Where are your strengths? Where are your gaps and potential blind spots? Then, working together, apply this insight to make decisions about how best to work together to achieve the team purpose and vision.

Teams who are ‘in flow’ dramatically outperform those that aren’t. They also experience greater levels of wellbeing. Creating flow in others is about understanding their strengths and then applying appropriate levels of challenge and support. Creating flow within teams is about enabling the team to bring out the best in each other.

*We are practitioners in 

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Strengths are a good indicator of team values and the conditions they need to perform at their best

We coach individuals, teams and groups to improve individual and collective productivity, effectiveness and wellbeing. This can be done by using external coaches and/or by developing peer coaching capability to boost collaboration, accountability, support and learning.

Coaching is a means of dramatically improving performance quickly.

A coaching culture delivers better decision making, increased innovation, reduced stress and greater empowerment.

 

 

 

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Use coaching strategically by combining one to one with team/peer coaching, linked to business outcomes, to accelerate performance and change