New Teams

Building High Performing Teams

Not surprising, as up to 75% of work teams are dysfunctional. Additionally, most teams never take the time to align on their objectives, desired outcomes, and ways of working. How can we expect them to deliver results?

Let’s face it: Teams today face some major headwinds in delivering on their accountabilities.

And even if they have the willingness to succeed, they may not have the ability.

Teams today face many obstacles:

❯❯ Desired Outcomes Unclear

  • Lack of clarity on what is expected of the team

  • Lack of alignment on what the priorities are

❯❯ Hybrid Work Environment

  • Various levels of engagement between team members

  • Team members in different locations

  • Varying levels of distraction (in office vs remote)

❯❯ Quiet Quitting

  • Not all team members are equally engaged

  • Benefits of giving more effort aren’t always clear

❯❯ Matrix Organizations

  • Dealing with competing priorities due to matrix org structure

  • Cross-functional teams don’t always have someone to act as tie breaker

❯❯ Dynamic Business Environment

  • Priorities can change quickly and teams aren’t always redirected

Additionally, team members must trust each other in order to come together and act as a unified team.

Otherwise, the team members just chase their own priorities without supporting each other. To inspire team members to unite and put the “we” ahead of the “me”, three things must be present:

01

Trust

Team members must know and understand each other, forming a foundation of trust.

02

What

Team members must all have had input to and a clear alignment of “what” the team and each member is expected to deliver.

03

How

The team must also develop and follow their own Blueprint for “how” they will achieve the “what”. (Because a “What” without a “How” is meaningless.)

Introducing the performance catalyst.

A comprehensive program that enables work teams not just to function but to thrive, ensuring the team delivers on their accountabilities and its team members are engaged in their work and their team’s success.

This is accomplished by:

  1. Building Trust Amongst all Team Members

  2. Aligning the team on the ”What”

  3. Giving the team clarity on the “How”

Testimonials

What People Are Saying

It’s like an insurance policy for my team. With performance catalyst I know they’re all on the same page, will work well together, and have what they need to get it done.

Vanessa
Chief Commercial Officer

The ongoing support and check-ins are super helpful. They keep everyone on track, and potential problems are surfaced early – before they become problems – so we can course-correct.

Luisa
Head of Sales Strategy

I love the built-in Comms strategy! Helping the team communicate internally on what they were doing made us all look good and being in the spotlight has been a morale boost for the team.

Chris
Cross-Functional Project Team Sponsor

Designed to deliver on the unique needs of different teams

Functional Teams

Permanent teams, consisting of members of the same function or department, reporting into the same manager.

❯❯ Focus on intra-team dynamics, role inter-dependencies, and ensure outward communication.

Cross-Functional Teams

Individuals from different departments or functions, brought together to serve a common purpose, each reporting into a different manager.

❯❯ Focus on inter-team dynamics, role/function clarity, managing through competing priorities which could be barriers to success.

Virtual Teams

Individuals working remotely with little to no face-to-face contact that may or may not have the same manager. Virtual teams face unique challenges.

❯❯ Focus on relationships, work styles, and deliverables as interconnectedness isn’t always clear in decentralized virtual teams.

01.

What the Team Gets:

  • Know themselves and their teammates at a deep level. This builds trust, enables them to cover each other’s blind spots, and facilitates productivity.

  • Team has alignment on why they were brought together and what their purpose is in the organization as well as the priorities they will focus on to ensure they deliver value to the organization.

  • Everyone on the team understands each other’s and their own roles and responsibilities. Along with their operating protocols, this brings clarity and ensures they know how to work together.

  • Assistance with overcoming obstacles.

  • Facilitated check-ins and visbility to their sponsors/leaders which is motivating and ensures the team’s success.

02.

What the Team Leader Gets:

  • Deep understanding of themselves, their management style, and how team members may perceive them.

  • Understanding of team members’ preferences.

  • Understanding of team dynamics and possible blind spots.

  • Clear accountabilities of the team and clarity of roles and responsibilities of the team members.

  • Ongoing check-ins and support to ensure things stay on track and assistance in overcoming obstacles.

03.

What the Team Sponsors Get:

  • High probability of success that the team will achieve their objectives.

  • Visibility to progress and blocking points.

  • Advanced visibility to potential failures before it’s too late.

Get Started

Because high-performing teams don't happen by accident.

There are certain characteristics that need to be in place in order for a team to be high-performing. Those characteristics rarely all fall into place automatically, so we help the team create them. Every team can become a high-performing team with the right guidance so we help them to unlock the power of "we" and lead them on their journey to greatness.

Find out how we can get your new team to their “performing” stage quickly, so that they contribute to the organization while engaging in meaningful work.