High-performing teams exhibit distinct behaviours that set them apart from average teams. According to research highlighted by Ron Friedman in the Harvard Business Review, these teams do five things differently, enhancing their efficiency, cohesiveness, and overall success. Understanding and implementing these practices can significantly improve team performance and workplace satisfaction.
Here are the five critical behaviours of high-performing teams:
1.0 Preference for Phone Calls Over Digital Communication
High-performing teams tend to make more phone calls compared to their average counterparts. This preference is rooted in the need for clarity and the prevention of misunderstandings. Phone calls are more personal and facilitate better emotional connection and nuance, which are often lost in text-based communications. These teams make 66% more phone calls, which helps strengthen relationships and ensure clear communication (Friedman, 2021).
2.0 Strategic Meeting Management
Effective management of meetings is another hallmark of high-performing teams. These teams are not just about having fewer meetings but ensuring that the meetings they do have are productive and collaborative. They prepare for meetings more diligently, with prework done 39% more often, set clear agendas, and start with check-ins to keep everyone connected and engaged (Leadership Today, 2024). This disciplined approach ensures that meeting time is well-spent and that everyone remains on the same page regarding goals and tasks.
3.0 Investing in Personal Relationships
High-performing teams understand the importance of bonding over non-work-related topics. Members often discuss personal interests and meet socially, which helps build deeper connections and stronger friendships. This practice fosters a sense of belonging and trust, which is crucial for teamwork. The time invested in personal interactions translates into enhanced cooperation and a more supportive work environment (Widdowson and Barbour, 2021).
4.0 Frequent Appreciation and Recognition
Recognition and appreciation are more prevalent in high-performing teams. These teams receive appreciation more often from both colleagues and managers, creating a culture of respect and motivation. The frequent expression of appreciation boosts morale and reinforces positive behaviours, making team members feel valued and supported (Widdowson and Barbour, 2021). This practice is not limited to formal settings but includes spontaneous and sincere expressions of gratitude.
5.0 Authenticity and Emotional Expression
Authenticity is a cornerstone of high-performing teams. Members are encouraged to express a wide range of emotions, including negative ones, without fear of suppression. This openness fosters an environment where individuals feel comfortable being themselves, which can enhance creativity and problem-solving. The ability to express genuine emotions helps in building trust and understanding within the team, making it easier to navigate conflicts and celebrate successes together (Leadership Today, 2022).
High-performing teams thrive by fostering clear and personal communication, strategically managing meetings, investing in personal relationships, appreciating each other frequently, and encouraging authenticity. These practices not only enhance team performance but also create a more enjoyable and fulfilling work environment. Organisations looking to boost their team’s performance should consider integrating these strategies into their daily routines.
References
Friedman, R. (2021) “5 Things High-Performing Teams Do Differently”. Harvard Business Review. [Online] Available at: https://hbr.org/2021/10/5-things-high-performing-teams-do-differently. [Accessed on 17 June 2024].
Widdowson, L. and Barbour, P. (2021) Building Top Performing Teams. Kogan Page.
Leadership Today (2024) “Episode 137 – Five Differentiators of High-Performing Teams”. [Online] Available at: https://leadership.today/episodes/2022/5/14/episode-137-five-differentiators-of-high-performing-teams. [Accessed on 17 June 2024].
