{"id":6811,"date":"2018-11-12T11:26:38","date_gmt":"2018-11-12T19:26:38","guid":{"rendered":"https:\/\/www.knowledgecity.com\/blog\/?p=6811"},"modified":"2024-04-18T07:41:24","modified_gmt":"2024-04-18T14:41:24","slug":"4-keys-high-performance-teams","status":"publish","type":"post","link":"https:\/\/www.knowledgecity.com\/blog\/4-keys-high-performance-teams\/","title":{"rendered":"4 Critical Factors of Building High-Performance Teams"},"content":{"rendered":"

It\u2019s a fact that high-performance teams are winning teams. Indeed, if you have your top teams working with a common purpose, your business is 1.9 times<\/a> more likely to achieve above-median financial performance.<\/p>\n

\"Two<\/p>\n

Building high-performance teams can seem like an uphill battle, especially in a today\u2019s business climate where productivity is falling<\/a>.\u00a0But if you\u2019re ready to start the climb, check out these four can\u2019t-miss strategies to help you build high-performance teams and take your organization to the next level.<\/p>\n

4 Keys to Building High-Performance Teams<\/h3>\n

1. Invest in\u00a0Leadership Training<\/a><\/h4>\n

Every high-performance team needs a steady leader\u2014that means someone with solid soft skills<\/a>, like conflict resolution, not just an impressive resume. Plus, communication<\/a> and emotional intelligence <\/a>are money-makers, too. In fact, 90 percent<\/a><\/u> of top performers have a high EQ score.<\/p>\n

In addition to brushing up on soft skills, make sure your team leaders encourage constructive criticism. Anu Mandapati of IMPACT Leadership for Women and the Forbes Coaches Council, told the magazine that\u00a0open feedback is a must-have<\/a> ingredient for creating successful teams.<\/p>\n

\u201cHigh performing teams create and practice an open feedback culture,\u201d Mandapati said. \u201cThey provide and receive feedback regularly, regardless of position and tenure, in a way that improves the team’s effectiveness and deepens their relationships. Leaders can set the example by asking for feedback from team members, responding positively versus defensively, and integrating the feedback into work behaviors.\u201d<\/p>\n

In addition to encouraging honesty, Forbes<\/a><\/em> also points out that leaders of high performing teams tend to be inspirational and set stretch goals. Which leads us to our next tip\u2026<\/p>\n

2. Set SMART Goals That Have Heart<\/h4>\n

If you\u2019ve spent more than a few months in the business world, you\u2019ve likely heard of\u2014and perhaps even made a few \u201cSMART\u201d goals. The acronym first appeared on the scene in a 1981 issue of Management Review<\/em><\/a>\u00a0<\/em>and stands for – Specific, Measurable, Attainable, Relevant and Time-based.<\/p>\n

Those are all admirable and, yes, intelligent, qualities for a high-performing to-do list. And research<\/a>\u00a0shows SMART goals do help smooth the goal-setting process. But, in recent years, business leaders have begun to point out that SMART goals are often lacking in big-picture thinking or creative vision.<\/p>\n

\u201cIn a business context, SMART goals can be effective for those focusing on just boosting a number,\u201d noted Pure Food Company founder Scott Christ for Entrepreneur.com<\/a>. \u201cBut for grandiose goals\u2014for anyone aspiring to do what he or she loves for a living, say\u2014the SMART goal methodology has serious flaws.\u201d<\/p>\n

Christ instead recommends that for lofty, pie-in-the-sky achievements, (i.e., the kind a high-performance team might set) goals be heartfelt and focused on improvement<\/a>\u00a0– not just for the company but for the individuals behind the team effort.<\/p>\n

3. Use Team-Based Reward Systems<\/h4>\n

You might think that endlessly crowing about your top sales person can only lead to inspiration and, thus, more client leads. But consistently singling out high performing individuals can actually cause resentment, confrontation and even turnover<\/a> of the very talent you want to hold onto.<\/p>\n

Instead of only heaping glory and praise on certain rock stars, try a combination of individual and team-based rewards for better results.<\/p>\n

4. Focus on Whole-Employee Growth<\/h4>\n

And not just work-related growth. By now, the bulk of your team is likely to be composed of millennials, a generation that places development at the top of their priority list. Indeed, 87 percent<\/a> of millennials say its \u201cvery important\u201d for their company to offer opportunities to learn and stretch their abilities.<\/p>\n

Even if your team isn\u2019t millennial-heavy, the desire to develop new skills transcends generations with 76 percent<\/a> of employees overall looking for career growth opportunities.<\/p>\n

Launch a better training program ASAP<\/h3>\n

Set your employees up for success and watch high-performance teams blossom with smart, innovative training on a range of topics\u2014 including team building<\/a> – all available on demand. Visit KnowledgeCity<\/a> to learn more about our hassle-free online learning management system today.<\/p>\n","protected":false},"excerpt":{"rendered":"

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