Gregory Bayne is one of the Directors of Total Leader and Coach Solutions Australia. Greg works with senior and executive leaders assisting them to make shifts in the way they work, the way they think and the way they live their lives to become better leaders, colleagues and team members. Greg has a particular focus on assisting leaders create a culture or accountability and high performance. His expertise and knowledge is around building and developing a culture of accountability, leading high performing teams, and getting the most out of people to deliver the highest standards of work. We cultivate sustainable behavioural change in individuals, teams and organisations to drive a performance culture.
Twelve questions to assess your team’s high performing state?
We have been fascinated about teams and what is required to reach and sustain a high-performance state. Having worked with a multitude of teams in different settings and environments, we have further confirmed the validity of our high performing elite teams (HPET®) model and framework. I share below twelve questions that you can use to assess the effectiveness of your team.
- Is each person in the team crystal clear of their accountability and level of authority in the team?
- Is each person clear on why they come to work i.e. are they able to clearly articulate their reason?
- Is each person crystal clear on their job and the job requirements?
- Does each person in the team manage their emotional responses and have high levels of emotional intelligence?
- Is each person acutely self-aware and able to articulate both their strengths and weaknesses?
- Does each person take personal responsibility and proactively deal with issues, rather than blame and avoid responsibility?
- Is there a meaningful and powerful shared purpose and common goal for the team?
- Does that team have a clearly articulated team charter with specific reference to non-negotiable behavioural expectations?
- Are there agreed measures of success for the team that drives the expected behaviours and values of the team?
- Is there a high level of trust and openness that allows people to share openly without judgement?
- Is there a high level of rigorous debate and task conflict resulting in better decisions?
- Is conflict identified early and immediately dealt with in a highly constructive manner within the team?
Your team needs to be able to answer the questions both in terms of effectiveness and frequency.
Each of the above twelve questions relate to one of the twelve sub-factors of our HPET® Model. If you team wishes to complete a more comprehensive assessment then your team could complete our online HPET® Team Diagnostic tool, which provides a comprehensive assessment and insight into the team’s effectiveness. The HPET® Diagnostic Report provides a detailed analysis of the team’s effectiveness and the top five drivers of a high performing state.
Most teams that we work with have reasonable clarity of roles and responsibilities. Many teams however have less clarity in Quadrant 3, particularly the Agreed and Shared Way of Working. The more toxic teams or teams that are dysfunctional often have low scores in Quadrant 2, which is primarily an assessment of the level of self-awareness and emotional maturity of individuals in the team.
The most effective teams have absolute clarity of not only individual responsibilities but have an agreed and shared way of working that allows team members to hold each other accountable to the agreed way of working. The best test of a high performing team is whether the team members hold each other to account to the agreed way of working and the level of rigorous debate in a team.
We are passionate about working with teams and get a huge buzz out of assisting a team to shift to a high performing state. We would be more than happy to have a conversation with you about what you and your team could do to enhance their team effectiveness.