Have you ever seen a team that works seamlessly together? It could have been a work team, school team, volunteer team, or even a sports team. When teams work well together, it seems that everything falls into place and runs smoothly. Everyone knows exactly what to do and when. This is called a high-performing team, and they do not happen overnight. Team members work hard and go through stages before becoming a high-performing team.
Maybe, you have been on a team or seen a team that cannot seem to have anything go right—a sports team that cannot get the ball through the hoop or soccer ball into the goal, a work team disagreeing on every detail, or a volunteer team not wanting to listen to anyone. It will happen at some point. You will see teams that work well together and teams that do not work at all together. Companies want to create high-performance teams because they work well together and increase productivity for the company.
Watch this video: Building High-Performance Teams.
Think of a time when you were on a team or saw a team perform (this can be from work, school, volunteer work, or sports) and discuss the following with your peers: 300 words
Was the team you were a part of, or the one that you watched at work, a high-performing team? Why or why not?
What are some ideas that can help a low-performing team become a high-performing team?
Foster Open and Honest Communication: Encourage an environment where team members feel safe to share ideas, give constructive feedback, and voice concerns without fear of reprisal. Tools like regular check-ins and structured feedback sessions can facilitate this.
Build Trust and Psychological Safety: Team members must trust one another's competence and intentions. Activities that promote team bonding and shared vulnerability can help build this trust, making it easier for them to collaborate effectively.
Embrace Conflict as a Tool for Growth: Teach the team to view disagreements not as personal attacks but as opportunities to explore new ideas and find the best possible solution. Providing a structured process for conflict resolution can be very beneficial.
Sample Answer
Over time, this team evolved into a high-performing team. They did this by first establishing clear roles and responsibilities, so everyone knew their specific contribution to the project. They also adopted a strict communication protocol, including daily stand-up meetings and a policy of "no-blame" retrospectives to discuss what went wrong and how to fix it, rather than who was at fault. This transformation was a direct result of moving through the stages of team development you mentioned, from initial conflict to a more cohesive, productive unit.
To help a low-performing team become a high-performing team, a few key ideas can be implemented:
Define Clear Roles and Goals: Ensure every team member knows their specific role and how their work contributes to the team's overall objective. A lack of clarity often leads to duplicated efforts and conflict.
Foster Open and Honest Communication: Encourage an environment where team members feel safe to share ideas, give constructive feedback, and voice concerns without fear of reprisal. Tools like regular check-ins and structured feedback sessions can facilitate this.
Build Trust and Psychological Safety: Team members must trust one another's competence and intentions. Activities that promote team bonding and shared vulnerability can help build this trust, making it easier for them to collaborate effectively.