Recently I’ve been challenging my executive coaching clients to think about and create a “world-class” workplace team. What I mean is pulling together a group of people that can compete in any venue, deliver extraordinary results, in an environment that is ethical, positive, and rewarding. It’s a tall order but not one that can’t be filled. Here’s what I see as some of the essential elements for creating a workplace team that is ready, willing, and able to excel now, by 2020, and beyond.
Qualities of a World-Class Workplace Team
Shared Mission and Strategy: Everyone knows why the group exists and what needs to be done. They have a clear sense of the future, not just the to-do tactics of the day. They believe in the work and gain great satisfaction from a job well-done. They want to succeed with others.
Culture of Trust and Loyalty: It goes both ways. Staff trusts the leaders to do the right thing by them in an ethical and consistent manner without worry of sabotage, merit stealing, or deception. The leader confidently assumes the same of each team member. They all know trust must be earned and they work hard to keep the reputation they have built. They witness and demonstrate loyalty in big and small matters. They constructively disagree on many things but always with the intention of the betterment of the team and the work.
Diverse Population: Not just people of different ethnic or racial backgrounds (though that is important) but also a breath of age groups, genders, talents, perspectives, approaches, and experiences. The greatest risk to this ideal blend is hiring people just like you. It’s a temptation to many, an unconscious bias of others, and risk aversion in some. Whatever the cause, it needs to be watched and monitored.
Flat People Plan: The days of strict, multi-level, hierarchy are over. They’re prejudicial, arrogant, and clog the mobility of younger talent. Research shows top leaders with a high number of direct reports are more effective than many middle and upper management people with small teams. Why? With a large group you have little time to do tasks that should have been delegated in the first place; you can focus on the big picture, you have a bigger skills pool, fewer silos, and more flexibility when it comes to moving talent. A flatter structure provides more opportunity for junior employees, always has room for an extraordinary new member, and helps retain current top performers.
Mentoring and Training: World-class workplace teams can only be created and sustained with commitment to constant intellectual and behavioral growth. This means exposure to new projects, areas, and people. It is mentoring that is dedicated and deep, not a monthly pep-talk from someone unfamiliar with the person or the work. Training is for specific skills as well as management approaches. In many organizations it means coaching for the high potential employees not just those who are in trouble. Career development — the growing of individuals and groups is constant not just a yearly conversation at performance evaluation time. It is measured in professional growth not revenue.
Stretch Element: World-class workplace teams stretch one another. They want the next big thing, never next best. They shoot for the stars and can taste the win. They see obstacles as opportunities and believe, as a group, they can tackle almost anything. They have a leader who helps them get there. There is a healthy competition within the group, never malicious or sabotaging behavior. There are times the work exhausts them but it’s the kind of tired you feel when you know you got to a new level.
Process for Exiting Poor Performers: World class workplace teams can’t have a weak link. They need everyone to contribute and work at a high level, consistently. They have low tolerance for mediocrity, pessimism, or selfishness. In a high functioning team there are ways to make sure such people are not in position long. Quality groups are slow to hire and fast to fire. Poor performers are measured, counseled, and trained — quickly — but only to a point. They’re informed about their shortcomings and told, in detail, what needs to change immediately and consistently. They know the consequences and the timeline. Often, they self-cleanse finding a better fit somewhere else.
Reward System: Not just money, though top performing teams often are rewarded with increases in salary and bonuses but also with optimum work environments, a variety of schedules, open vacation time, new opportunities and experiences, a voice, public recognition, and most importantly, the acknowledgement of the leaders and co-workers. Praise is priceless.
Keep Raising the Bar: For themselves and others. World-class workplace teams have momentum. They will let nothing stop their forward progress. They are sometimes amazed at the potential but rarely surprised when they reach it.
Creating a world-class workplace team isn’t fantasy. It’s hard work requiring dedication and commitment. It demands full participation from every member and relies on a kind of leadership few people know how to attain. It’s exhilarating and once you experience it, you have trouble accepting anything less.
What does your team look like?
Where will it be in 2020?
What will be your role?
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