Have you ever been a member of (or led) an exceptional workplace team? What are some of the positives that come to mind? Was it engaging and collaborative? Did you meet and exceed your goals? Did everyone feel valued and appreciated? It’s a great feeling, isn’t it? Yet all too often, teams fall short of being as effective as they can be and reaching their potential. The impacts are felt by employees, leaders and organizations as a whole.

So, what exactly do we mean by an “effective team”? It’s the capacity of a group of people, usually with complementary skills, to work together to achieve its goals and objectives. And it’s one of the biggest indicators of an organization’s success. According to Gallup, teams that rank in the top 20% for connectedness see 41% less absenteeism, 59% less employee turnover and a 66% increase in employee wellness. With numbers like that, it’s hard to argue that high performing teams are an integral part of your organization and worth the investment to develop and nurture.

Teams are as varied and unique as the people within them, but when it comes to effective, high performing teams, there are some common characteristics:

• Clear, achievable goals
• A shared commitment
• Clarity of roles and responsibilities
• A sense of purpose
• Clear processes and procedures
• Joint accountability
• A result-oriented approach

Effective teams also tend to show greater resilience by working through challenges and bouncing back from adversity. They also tend to maintain vitality and the energy needed for future success.

It’s no surprise that an effective team is only as strong as the person leading it. In our next article, we’ll get into more about what it takes to lead a high-performance team. The right leadership enhances a team’s success, but far too often, people are placed in leadership roles without any proper leadership development training. It’s vital for leaders to take advantage of every opportunity to enhance their leadership skills. However, it’s also vital for organizations to provide these opportunities in the first place. Working with a coach like Leah M Joppy and Associates can help your leaders identify their strengths and weaknesses and develop the skills needed to build effective teams (strong communication, building trust and resiliency, defining roles and responsibilities and so much more).

Do you want to lead a high performing team, but don’t know where to start? Contact Leah M Joppy and Associates at 301-670-0051 or email us at leah@lmja.com to learn more and get started.

Today’s leaders often feel like they’re in a never-ending game of tug-of-war. Between dealing with day-to-day obstacles, managing projects and team members, it can be overwhelming. The “people” component is certainly the most integral to an organization and can prove to be the most challenging. Building a high-performing team is more than just putting together a group of talented people with the right skills. It requires careful development of each member’s unique talents and characteristics.

There is so much strong leaders can do to build effective, high-performing teams. Here’s a look at the top five suggestions. But remember, it’s a marathon and not a sprint. It’s a continuous process and not a “one and done” task:

• Establish meaning and purpose: It’s a leader’s job to help employees and teams find meaning in their work. To increase productivity and motivation, have discussions about the “why” of your team’s tasks. Team members who are passionate and motivated help drive team effectiveness because they understand how their work contributes to the organization’s overall objectives.
• Define roles and responsibilities: Leaders must ensure that everyone on the team knows exactly what is expected of them. It reduces confusion and conflict and allows teams to work more efficiently. Role clarity also enables leaders to hold team members accountable for their performance and identify areas where someone may struggle.
• Communicate effectively: Effective communication and effective leadership are definitely intertwined and it can make, or break, a team. As a leader, it’s vital to: practice active listening and allow people to give constructive feedback without fear of repercussions; ask questions and don’t be defensive; have an open-door policy; follow through with actions.
• Focus on building relationships: Building relationships helps to create (or reinforce) an organization’s values and culture. Once leaders and team members genuinely trust and respect each other, regular, open dialogue about individual and team performance increases team effectiveness.
• Provide productive, specific and timely feedback: Feedback is critical to improving performance, but how you deliver it can make a big difference. Productive feedback enables team members to see their successes and missteps and grow from the experience.

To build high-performing teams, organizations must cultivate high-performing leaders. People skills typically account for 80 percent of success in a leadership role. Yet many people are promoted into leadership because of their technical capabilities, without mastering the skills of managing and motivating others. Without these basic skills, leaders at every level can struggle with building high-performing teams. Leah M Joppy and Associates understands the challenges that accompany leadership roles and knows the proven techniques for building strong leaders who can build motivated, productive teams.

Ready to learn more? Call us at 301-670-0051 or email us at leah@lmja.com.