5 Top Tips – How to Build Trusting And High-Performing teams
We all know that your teams’ engagement and morale are essential to maintaining a high performing team within a high-performance culture. According to recent studies, teams operating within a trusting and high-performing culture are 30% more effective, have more energy at work, collaborate better as a team, and retention levels are higher, than people functioning in a low-trust team climate.
Here are 5 top strategies – how to create a trusting, collaborative and high-performing team culture.
1. Take advantage of profiling tools.
Using a profiling assessment tool like DISC can help enhance teamwork in the workplace. Profiling helps progressive leaders better understand team members on a deep, personality and cognitive processing level with the ability to understand work styles preferences, motivators, fears and drivers.
An effective tool is the EVERYTHING DISC profile that identifies preferences, styles and qualities in every individual via a simple 15-20 minute online assessment. The results dig deep to help leaders and teams understand their strengths and attributes they bring. Diversity is essential, as a team with diverse styles can lead to increased collaboration, effective brainstorming, engaging the strengths of each style to support gaps or limitations and build trust. Understanding others and how they engage in relationships, is a key success factor to high performing teams.
2. Use influence to communicate to others styles.
Giving your team and employees the autonomy they need to work independently does not mean they won’t still seek guidance. Great leader-to-team and team-to-team communication is vital for any teams’ ability to succeed but is especially important in remote and hybrid work settings where face-to-face communication is restricted. Leaders who get their communication right, adapting to different styles result in engaging more effectively with the potential to increase levels of performance and action.
The best leaders do this by developing their storytelling and influencing skills. Gaining a deeper understanding of others styles can bring out the best of who they are.
3. Role model values and drive accountability.
An organization’s mission and values underpin internal behaviours and ways of working. Aligning core values to teams and setting overarching objectives, can sharpen decision-making and drive vision into reality through effective behaviours. By understanding your teams strengths, you can delegate to strengths, build on potential and positively influence a culture of accountability and ownership. This enables teams to feel confident, step out of their comfort zones, be bold in their decisions, feel safe to make bold decisions and overall improve performance.
4. Focus on individual professional development.
It is critical to invest in your team’s professional growth. Leaders have an opportunity to shift cultures building high performance through performance development, coaching and focused mentoring.
EVERYTHING DISC gives insights to strengths and areas for development. Consistent development strategies must be an ongoing discussion loop, where feedback also plays a vital role. As leaders are on the front line, it is critical to get this right. Leaders must be equipped to understand how to have coaching conversations that compel performance enabling individuals to use their strengths and abilities.
An EVERYTHING DISC report can direct and provide insights to leaders of their direct report’s approach and how they receive and process communication. When giving feedback, coaching, and or on the job training leaders can adapt and change style to increase effective communication outcomes and performance from individuals.
5. Build strong relationships while achieving high-performing culture
Even if leadership states that trust is a value, micromanaging says otherwise, causing a misalignment that wastes everybody’s time and energy. Organizations’ cultures where trust is lacking are vulnerable. Employees working in a high-trust organization enjoy their experience more and feel a greater sense of accomplishment, which leads to a more significant commitment to success and delivering on goals. Additionally, frequent, consistent feedback, whether recognition for a job well done or recommendations when a course correction is needed, is still essential for building great relationships while maintaining high-quality performance.
Trust based cultures and high-performing organizations don’t happen overnight. They are built over time, deliberately, and with a high degree of willingness and openness to learn. Having the correct tools as a first step, such as the DISC profiling tools can develop a high-trust team resulting in a high performance culture.
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