the 6 patterns of high performing teams

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6 Hallmarks of High Performing Teams Deidre Paknad CEO & CoFounder of Workboard

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Great Teams Exhilarate — What Sets Them Apart? There is nothing quite like the sensation and satisfaction of being on a high performing team. I’ve had this luck and pleasure a number of times in my career, but it’s rarer than I’d like. High performing teams seem to generate their own energy and elevate everyone on the team to their full potential. Despite achieving more, working on these teams is less taxing — the workday feels shorter and less frustrating. So what sets high performing teams apart and why aren’t all teams so successful and fun? High performing teams aren’t just a collection of strong individual performers, although that certainly helps. They don’t leave great performance to luck or personality, they design for success. Here are 6 tangible and actionable attributes of high performing teams: 1. Defined Goals Defined goals and a clear plan to achieve them are essential to great performance. Abstract annual goals aren’t enough — teams need shorter-range, compelling and clear goals that unify and galvanize them on shared purpose. Sequencing these to an annual result works well, but it’s key the team wants to achieve the goals. 2. Committed Actions Successful teams write down the committed actions each person owns on the path to goal achievement (and they waste less time determining who owns what). Members feel a sense of personal ownership and have a shared intention to accomplish the results they’ve committed to the team week over week. Making progress on actions aligned with a goal people believe in energizes people and elevates their performance, according to author and Harvard professor Teresa Amabile. 3. True Transparency Facts and status enable members of the team to work more effectively together, pivot or adjust course quickly on unforeseen events, and execute with greater efficiency and predictability. Embracing transparency is one of the most distinct features of high performing teams (and a stark contrast to the politicized and professional “ball hiders” that frequent lesser performing teams). Moreover, the activity required to achieve transparency improves the odds of goal achievement: people with written goals and actions alone have a 43% goal achievement rate while adding status reports against goals boosts the likelihood of achievement to 76%. 4. Unabashed Accountability The team leader and members hold themselves and each other accountable for their commitments and goal achievement week to week. When the team or a person comes up short, it’s not swept under the rug — it’s triaged and addressed quickly to get back on track to goal. There is a uniform expectation of each other, that when combined with a uniformly high level of commitment to goal, are the essence of a high performing team’s greatness. 5. Frequent Feedback Members of the team get and ask for regular feedback on their work. Learning members get positi

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Page 1: The 6 Patterns of High Performing Teams

6  Hallmarks  of    High  Performing  Teams  

Deidre  Paknad  CEO    &  Co-­‐Founder  of  Workboard

Page 2: The 6 Patterns of High Performing Teams

High  performing  teams  seem  to  generate  their  own  energy  and  elevate  everyone  on  the  team  to  their  

full  poten6al.  

Page 3: The 6 Patterns of High Performing Teams

What  sets  high  performing  teams  apart  and  why  aren’t  all  teams  so  successful  and  fun?

They  aren’t  just  a  collec6on  of  strong  individual  performers.  They  don’t  leave  great  performance  to  luck  or  personality,  they  design  for  success.      They  have…  

Defined  Goals

 CommiDed  AcFons

True  Transparency

Frequent  Feedback

Unabashed  Accountability

Celebrated  Successes

Page 4: The 6 Patterns of High Performing Teams

Defined  goals  and  a  clear  plan  to  achieve  them  are  essen6al  to  great  performance.      Abstract  annual  goals  aren’t  enough.  Teams  need  shorter-­‐range,  compelling  and  clear  goals  that  unify  and  galvanize  them  on  shared  purpose.      Sequencing  these  to  an  annual  result  works  well,  but  it’s  key  that  the  team  wants  to  achieve  the  goals.  

Defined  Goals

Page 5: The 6 Patterns of High Performing Teams

Successful  teams  write  down  the  commi?ed  ac@ons  each  person  owns  on  the  path  to  goal  achievement  (and  they  waste  less  6me  determining  who  owns  what).        

Members  feel  a  sense  of  personal  ownership  and  have  a  shared  inten@on  to  accomplish  the  results  they’ve  commiIed  to  the  team  week  over  week.        

Making  progress  on  ac6ons  aligned  with  a  goal  people  believe  in  energizes  people  and  elevates  their  performance,  according  to  author  and  Harvard  professor  Teresa  Amabile.  

CommiDed  AcFons

Page 6: The 6 Patterns of High Performing Teams

Facts  and  status  enable  members  of  the  team  to  work  more  effec6vely  together.  They  can  pivot  or  adjust  course  quickly  on  unforeseen  events,  and  execute  with  greater  efficiency  and  predictability.    Embracing  transparency  is  one  of  the  most  dis6nct  features  of  high  performing  teams  (and  a  stark  contrast  to  the  poli6cized  and  professional  “ball  hiders”  that  frequent  lesser  performing  teams).      

True  Transparency

Page 7: The 6 Patterns of High Performing Teams

People  with  wriIen  goals  and  wriIen  ac6on  plans  improves  goal  achievement  

43%        Adding  status  reports  boosts  the  likelihood  of  achievement  

to  76%  

True  Transparency

Page 8: The 6 Patterns of High Performing Teams

The  team  leader  and  members  hold  themselves  and  each  other  accountable  for  their  commitments  and  goal  achievement  week  to  week.          

Unabashed  Accountability

Page 9: The 6 Patterns of High Performing Teams

When  the  team  or  a  person  comes  up  short,  it’s  not  swept  under  the  rug  –  it’s  triaged  and  addressed  quickly  to  get  back  on  track  to  goal.    There  is  a  uniform  expecta@on  of  each  other,  that  when  combined  with  a  uniformly  high  level  of  commitment  to  goal,  are  the  essence  of  a  high  performing  team’s  greatness.  

Unabashed  Accountability

Page 10: The 6 Patterns of High Performing Teams

Members  of  the  team  get  and  ask  for  regular  feedback  on  their  work.  Learning  members  get  posi6ve  feedback  that  enables  them  to  learn  and  engage  quickly,  while  expert  members  get  construc6ve  feedback  that  helps  them  

con@nuously  advance  already-­‐mature  skills.      Because  team  members  are  focused  on  achievement  and  respect  each  other’s  commitments  and  efforts,  feedback  is  easier  to  give  and  apply.    

Frequent  Feedback

Page 11: The 6 Patterns of High Performing Teams

Celebrate  Success

They  savor  the  small  and  the  big  wins  as  a  team.      High  performing  teams  celebrate  people’s  individual  contribu6ons  and  the  accomplishments  of  the  team  as  a  whole.      In  large  matrixed  organiza6ons  where  teams  coalesce  and  disband  quickly,  it  takes  extra  effort  to  celebrate  success  but  it  is  actually  more  rewarding  than  a  cash  bonus,  according  to  McKinsey.  

Page 12: The 6 Patterns of High Performing Teams

People  who’ve  worked  on  high  performing  teams  tend  to  remember  the  experience  and  their  team  mates  vividly  for  years  to  come.      When  they  describe  the  experience,  they  use  words  like  “epic”  and  there  is  tangible  pride  and  gra@tude  in  their  voice.  That  team  imprint  is  far  greater  and  longer  las6ng  than  its  contribu6on  to  the  company  at  which  its  members  worked.  

It's  not  just  the  business  results…    

Page 13: The 6 Patterns of High Performing Teams

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