In this video I talk about how to lead a high performance team and what you as a leader can do to develop a high performance team.
I’ve been speaking with a number of leaders of high performing teams and there are a few innate behaviours that they all demonstrate as a leader. Today I wanted to share those with you.
Give autonomy to lead a high performance team
You’ve hired professionals
Success doesn’t only rest on you, the team contributes to
Coach vs. do to lead a high performance team
New leaders may struggle with this
Coaching is asking questions to uncover the way so the employee can figure things out for themselves
Doing is taking responsibility away from people
Allow mistakes on a high performance team
This depends on your industry. If you’re in a highly regulated industry, mistakes can be costly. However, most of us aren’t in super highly regulated industries and so making mistakes should be encouraged. People learn best from mistakes.
Share best practices
What has worked for you and what hasn’t. Share your best practices with your team so they can learn from your experience and from your mistakes.
Share industry best practices or best practices related to their jobs. You can also encourage your team to share things they’ve heard at conferences, webinars, from peers and articles online.
Focus on self improvement
How are you improving as a leader? Share your experience and growth as a leader with your team. It’s useful for them to see and learn from what you have been through and what you continue to struggle with. Being vulnerable with your team will benefit them more than you trying to put on a perfect persona in front of them.
Do you have a coach? If not, it’s always a good idea to get a coach to help you become a better leader. Plus, it sets an excellent example for your team to know you care about self improvement.
If you want to know how to define the type of high performance team you want, check out my blog post on how to create an aspirational culture. If you found this helpful, please share with your peers and come back next week for another live discussion on culture, strategy and leadership. In the meantime if you’re ready to take another look at your culture, send me an email at email@example.com and let’s get on a call.