How to Build a Super Performing Team — Part 2

So, if you’ve already read Part 1 in this mini series you’ll have a good grounding in the general stuff you need to be considering and taking into account as you go about building your Super Performing team.

Now in this 2nd part as promised, I wish to drill down to the 7 C’s that I believe are also fundamental in guiding how you approach, understand and work with the team to take it from good-to-great, or high performing to super performing.

Before it is anything else, a team is 1st and foremost a collection of Individuals, albeit highly skilled & experienced in their own disciplines. To bring them together and enable them to perform collectively to their best involves encouraging Cooperation, supporting Collective Action, &, enabling Complex inter-dependencies to achieve Win Win resolutions & outcomes.

But there are 7 C’s which among everything else really stand out for me when creating, building and sustaining a high performing team

The first 2 C’s are:

  • Context & Coherence: You need to provide a Context for a shared identity with a Coherent narrative arc — What is the Team’s Story so far? Where are they on their Journey? Is there a shared understanding of both the background & the foreground, the context, the challenges which need to be faced and what needs to be achieved?

Next there is a need to:

  • Develop a Consensus & unifying purpose — Is everybody starting from the same point? Our primary objective is to start working from a point where everybody has an interest and a stake; you should also consider undertaking some pre-assessment work to identify preferred roles & learning styles (e.g. Myers Briggs, Belbin, or the IDI PS Inventory?); and also do work around naming & building upon strengths, as well as some behavioral and skills development, as all this can help develop and consolidate the team’s narrative purpose and core identity
  • Provide Clarity & Direction — A High or Super Performing team depends on a shared mission, vision & values to align their personal interests, harness their collective expertise and provide a focus for their individual efforts
  • Provide an enabling Climate & encourage Commitment — A Super Performing team needs to establish clear roles and responsibilities, together with a framework for making decisions and resolving conflicts; most importantly they Commit (an extra C, did you notice?) to an environment they trust; & finally
  • Ensure robust Communication — This is very important and needs to happen both within and out with the Team; personally I would encourage and facilitate Appreciative Inquiry techniques and Real Change Dialogues to build things up from from within, together with supporting the development and appropriate targeting of key messages to tell & sell the Story externally.

Paul Mudd is the author of ‘Uncovering Mindfulness: In Search Of A Life More Meaningful’ available on Amazon and www.bookboon.com; the ‘Coffee & A Cup of Mindfulness’ and the ‘Mindful Hacks For Mindful Living & Mindful Working’ series. He is also a Contributing Author to The Huffington Post and a Contributing Writer to Thrive Global. Through The Mudd Partnership he works with business leaders, organisations and individuals in support of change, leadership excellence, business growth, organistional and individual wellbeing and well doing, and introducing Mindfulness. He can be contacted at paul@themuddpartnership.co.uk and you can follow the continuing journey uncovering Mindfulness on Twitter @TheMindfulBook and at @Paul_Mudd

One clap, two clap, three clap, forty?

By clapping more or less, you can signal to us which stories really stand out.