Characteristics of High-Performing Teams
Here we are again with another gem from Darren Hardy that I would love to share with you all. As a lot of my readers are first-time entrepreneurs, this is going to be beneficial to a lot of you. For this post, I’m going to be writing about 4 characteristics of high-performing teams. I believe this is going to be valuable because as you scale your business, you’ll have to learn how to develop teams.
I know firsthand how a bad team can affect your progress; Your environment really does make a difference and birds of the same feather do flock together. When you’re on a team where they glorify “just try” instead of “actually do,” you’re in big trouble. You start accepting the mentality that even if you don’t get result, it’s okay as long as you try. This is a complete personal opinion of mine, but if you try and do something and you don’t achieve the results you should be getting, something is amiss. We make things happen. I don’t think it’s good thinking to feel good because you “tried” when what’s needed are results.
So, to help pave the way a bit, here are the 2 characteristics of high-performing teams yours should have:
As Darren Hardy says, great teams beat great leaders and great competitors every time. People’s IQ seem to double when you give them responsibility and indicate that you trust them. Ego is the most damaging force in team cohesion and performance. So, what can we do to build more trust?
- Be more transparent in how the business is going. This allows problems to get dealt with faster.
- Show your vulnerability. This allows your team to relate and connect with who you are. People tend to relate more to your struggles than they do with your successes.
- Give more people responsibility. Train and trust.
- Cut out gossip at the first sign of it. This become very hard to stop once it permeates through the organization.
- Deliver on your promises.
And, most of all, be trustworthy yourself.
“Perhaps no human need is more neglected in the workplace than to feel valued. Feeling appreciated is as important to us as food.” -Tony Schwartz
The need for significance starts from birth and never leaves us. As Mary Kay Ash says, there are two things people want more than sex and money: recognition and praise. The #1 reason most Americans leave their job is because they don’t feel appreciated. This, by the way, is true in relationships as well.
So, how can we show our team they are appreciated?
People have different “love” languages and the best way is to tell them you appreciate them, but you might not know how to express it. Ask how they would like to be appreciated. When, in the past, have they felt most appreciated?
So, what can we learn from ducks?
Teams in great harmony create 70% more output. Think about how ducks operate. They embody the characteristics of high-performing teams among animals. Ducks can fly for thousands of miles; A distance almost no other animal can travel. Ducks fly in formation as we know and as each duck flaps their wings, it creates an uplift for the ducks following behind and it creates a streamline effect through their V-formation. When the lead duck gets tired, it fades from the front and another duck takes the lead. When they’re in formation, the ducks from behind quack to encourage the leader. By working together, the whole flock adds 71% more flying range than if each bird flew alone.
Like ducks, people naturally gravitate towards organizations that will shelter and protect them. According to Accenture, 31% of people quit for lack of empowerment. People want to belong. It gives them a sense of purpose to be a part of something bigger than themselves. People tend to perform better on a team because they rise to meet the expectations of the team. So, a team environment is a powerful force for drawing the best out of people.
Aaaand that’s all folks!
Did I miss anything? Comment down below!