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How to create a high performing team

I’m sure I’m not the only one who finds the behaviour of some of our elected political leaders ‘fascinating’, to say the least, from a leadership perspective. 


But we can learn so much from them… what to do when trying to lead a high performing team, as well as what not to do.


Can you imagine trying to wrangle the competing interests, agendas and personalities at this level? 


It begs the question...


What impact does all this team wrangling have on individual and team performance?

In my work as a leadership development facilitator and coach, I’ve found that many teams find it hard to access their potential as a collective. 


While powerful strengths lie within each team member, it gets tricky trying to bring everyone together so that team members are singing from the same songbook, at the same time.


A high performing team is like an amazing choir 

The individuals in a high performing team express their strengths and work together to generate a performance that is beyond what any of them could achieve individually. 


A team like this is one that delivers results and that people love being part of. It’s a high performing team and the sky’s the limit for them.


Is this your team? 


If not, please don’t worry; you are definitely not alone! 


The journey to creating a high performing team is not easy. It takes awareness, courage, strength and some risk-taking.


But the results can be game-changing.


How to have a high performing team 

While each team is different from the next, I’ve found that there are some common traits and dynamics that help us to understand where the issues are, and why the team is not performing where it should.


I’ve developed a model to describe team behaviour, the impact on performance and the implications for the leader. 

The ladder of performance



If your team is at Level 1 – Destructive - then there’s a highly negative impact on performance and the leader’s time is spent managing behaviour (sounds a bit familiar from recent events in Federal politics!). 


If you're able to get your team to Level 6 – Dynamic - then you can spend more of your time on leading and there's a highly positive impact on team performance. 


Where is your team on the Ladder of Performance? 


Is there an opportunity for it to level up? What would the impact be? 


I unpack all of this and much more in my latest white paper - How to Create a High Performing Team. Click to receive your instant free download.


I set out the critical elements most teams miss when working together that undermines their performance, who you need in your team for it to be high performing (and who you don’t), and how to honestly diagnose where your team is on the ladder.


Please let me know when you have reviewed your whitepaper and if you have implemented any of the suggestions, I’d love to hear from you.


What about the different political parties – where would they be on the ladder of performance? What if they could lift a few levels - imagine the implications for our nation!