How do you build a high performing team? How do you quickly asses talent

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I find attitude more important than knowledge, one can be transferred and the other can’t. Second is to find their motivation and purpose. I keep my team(s) challenged, which is what I find most time consuming in leading. They get paid to do their job, but it’s you how make them stay. Lastly, I do 4 workdays +1 day they fill in themselves with no email or meetings. How do i define they are a high performing team? Anyone that has been in my team for two years have promoted up. This is also the last one, you can keep a high performing team, but you can’t keep the people. Make sure you have a good mix of candidates, year 1 and year 2.


You have to create a stable team, build a cohesive and value aligned team dynamics, encourage an environment of open communication and stress on the importance of learning, Set Measurable Goals.


Forming is the stage during which team members come together, unite, bond, and are oriented to the team’s purpose, mission, and objectives. This can be considered the questioning phase as members ask, Why am I here? What are we doing? How are we
going to do this? Little work is accomplished at this stage.

◆ Red flags: Misunderstood objectives, lack of participation, poor listening, indifference, disorder, low morale, low self-esteem, misunderstanding specific roles on the team are signs that the team is not ready to move to the next stage.
We own this when:
Members are engaged, clear on the mission,
understand their specific roles on the team, ask questions, take notes, and exhibit a high level of self-esteem.

Stage Two:
This the stage when the team begins to work and individuals experience heightened levels of emotion and conflict as members seek out and fight for their desired position within the group dynamic. Personal agendas surface within members as they search out and test the boundaries of their group. At this stage, roles and responsibilities are unclear. This can be viewed by outsiders as a group breakdown; however, it is a necessary and normal
step in team development.

◆ Red flags: Team can’t agree, personal agendas surface, biases develop, internal conflicts emerge. Negative emotions
such as confrontation, resentment, anger, inconsistency, fear of failure, negative energy, and disrespect of other’s points of view.

We own this: The team has documented ground rules, has a system for settling disputes, and is aware of the system. They have a positive energy even when they disagree, and personal motives do not dominate the group.

Next phase:
Group members’ enthusiasm increases as they come together and decide how they will achieve the task at hand. They determine how they will communicate to accomplish their work, accept ground rules, and develop their processes for accomp-
lishing work.

◆ Red flags: Members question their team members’ performance, disrespect others, have unclear objectives, are too forceful, listen poorly, and are disengaged.

We own this: The team respects one another, collaborates without ego, listens, has clear objectives, and comes together for consensus.

High Performing Stage:
Members accept each other’s strengths and weaknesses. They begin maximizing their strengths, solving issues, and making decisions. It is in this stage that the most work is accomplished. Energy and enthusiasm are high as each team member’s self-worth grows within the team dynamic.

◆ Red flags: The team may suffer from a lack of creativity, poor initiative, inflexibility, closed relationships, arrogance, disregard for others, failure to learn, lack of self-confidence, lack of integrity, poor energy, and decreased production.

We own this: The team is creative, has high energy, a sense of pride, is cohesive, shows respect for one another, has strong self-esteem, is complimentary of others, and
achieves its objectives.

Adjourning, the final stage, conclusion is reached and the group disbands.

◆ Red flags: Team doesn’t assess outcomes, the leader, or its members. There is a lack of reward or public praise for team members and their individual accomplishments; they are unsure that outcomes will be adopted.

We own this: Team members have acknowledged the team and team member accomplishments and have created as-
sessments regarding team effectiveness, goal clarity, members, and leaders; they have announced new projects and
opportunities to continue the momentum and work of the group.

Let me know if you want assistance accelerating your movement through these stages. Best of luck!


It depends on the scale at which you are doing it.

The underlying fundamentals remain the same but implementation can vary quite a lot.

Team of 10? Unit of 5,000?

Team of 10

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