A team of high performers is your greatest asset in business. The ability to take ownership of each department and make good business decisions cohesive to the greater goal is important for the success of the business.
Getting each leader aligned, motivated and ready to bring the business to the next level will help everyone gain momentum. How do I do this?
Motivations
Everyone has something that drives them, whether its financial reward, freedom, happiness, family or simply being in nature. There are many things that drive people, to make decisions for better or worse. Tapping into this understanding of my team helps to define how they are rewarded, how opportunities are positioned to them and how to get the best results for the company overall.
Firstly, understand the motivation, then deliver something in line with that motivation. Staff like to feel heard, have purpose and be appreciated.
Biology
Being humans, we are all subject to biological conditions. We need clean water, nutrients, oxygen and to move. Going a little deeper than the average manager, using biology to work with other humans can help bring out the best in all of us.
Encouraging healthy lifestyles and neuroscientific education can elevate staff performance and add a layer of staff benefits to a workplace. When we are feeling well, we perform better. When we are healthy, we take less days off and are able to perform at more efficient levels, both biologically and in the office. On top of all of this, we also gain the ability to learn faster, allowing for compounding returns when it comes to performance in the roles we are in.
When we are able to think faster, clearer and in more depth, we are able to make bigger leaps forward which will benefit the business long term.
Training
Top performers are always learning. Designing and implementing extremely relevant training programs for their specific role is an important driver to long term success of the business.
Taking time out of each week or month may seem like a step backwards to some managers, however the compounding effect of a learned team, each specialising in their role, will eventually buy back all of that time and more. With that also comes a more competent, cohesive and motivated team that knows how to get results.
To me, going deeper with a role means gaining deep knowledge of the tech stack and programs that they use each day, detail all touch points in the business and enhance that experience for the staff member.
Each incremental skill and knowledge on their role, means they become a little faster, a little more competent with each new piece of information. It takes time, but it is well worth it long term.
Selection Process
Choosing the right people for the role isn’t always about the resume. When building a team of high performers, I look for good people, morally and ethically first followed by their nature. The culture of a company can be lifted or reduced to rubble with one person, so piecing together a company cultural fit helps. We need people to work as one.
Then, it is of course they have the capacity to take on the role and the tasks that fall under it. This can generally be figured out on a resume and a discussion with the candidate.
Motivation, dedication and drive are things I look for in a high-performance team as a must. This tells me their ability to learn the ins and outs of each skill and element of their role as well as their interest in owning it and being accountable for that role. It shows their likelihood to participate in training, to level up and to work collaboratively as a team to reach the common goal.
Basically, my teams are built on good people who are motivated to own their role, with capacity to perform the current tasks and likely future tasks as the company grows.
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