What are the qualities of a high-performing leadership team? Let's start by defining leadership. In its simplest form, leadership is getting a group of individuals to work towards a common goal. But we all know it is not as easy as it sounds. What is most important is that the CEO defines leadership and shares this definition with the team. When describing what they believe leadership is, the CEO will be precise in their explanation. For example, the leader may expect transparency. As part of their explanation of what they mean by transparency, they may say, "We will be 100% transparent with our employees as we implement new HR policies. We will give clear reasons for the change and how we made the decision."
Now that we know what the primary form of leadership is, we can move forward and discuss the qualities of a high-performing leadership team. Before we get into the individual attributes each member brings to the group, the organization must identify the characteristics that drive the mission.
We start with mission and values. What is the organization's mission and values, and are they at the epicenter of decision-making? Having clearly defined values that compliment your mission is the starting point, and all decisions should include your mission and values. Are you making decisions based on your mission first, followed by values? The first question the team should ask is, "Does this positively impact our mission?" If the answer is yes, then move on to ask, does this match our values?" If the answer is no, then your decision is evident. When you use mission and values as your true center, your determinations are never wrong. They may not work out the way you intended, but they keep you centered on what matters most.
Another organizational characteristic we want to see is the inner leadership vision for the team and all employees. This internal leadership vision is not to be confused with the public's vision (for example, the local supermarket may publish an idea that says safety is our number one priority). There needs to be a separate internal vision that drives the achievement of excellence for employees only (for example, supermarkets' inner vision may be, we will have fewer accidents than any other business in the universe). This internal purpose must be grandiose and impossible to measure, and unachievable because it keeps you working harder to achieve the impossible.
The critical element that organizations must implement is the hiring of the right people. When we hire team members, we need to make sure their traits align with our mission and values. I cannot teach you values and morals, and if yours does not match the organization's, you do not make it out of the interview process.
We have definitions, statements, values, and team members who match ours, so what qualities make a leadership team high performing? Here are ten qualities:
1. Teamwork. Everyone is a team player, but first, they do their job well and at a high level before they help others. In basketball, if I cannot defend the player assigned to me and they score at will, what good is it if I drop off to double team a different player! The biggest mistake employees make is being too good of a team player; they help everyone else but do not complete their own work.
2. Communication. I am not talking about the over-communication everyone strives to achieve. What I mean is this, I learn how to communicate with each individual effectively. Bob may like emails, while Sally prefers you to pick up the phone, so that's how I get information or seek input from Bob and Sally. Then I am precise in my communication; for example, I will say to a team member that I want to help you and do so, but I have to finish my assignment first. Once I finish, only then will I be able to assist you. If you never show up to help, they know in advance that you are not done yet and are still unavailable. Someone often says, yes, I will help, and then they never do, and when their peer confronts them, they explain why. Give clear expectations upfront.
3. Strengths vs. Weaknesses. Effective and high-performing leadership teams have team members whose strength is another team member's weakness. As the team leader, if my strength is strategic planning, but I ignore detail, I better have a high-performing detail-oriented person on my team.
4. Drama-Free. Team members do not complain when there is an issue or when issues arise. Instead, they address the peer and ask questions such as, "How can I help you overcome this problem? What do you need me to do so we can accomplish the task?" If someone comes to the team leader and complains, the leader should stop it immediately and ask, what did you do to help your peer overcome this obstacle?"
5. Good at what they do. Each team member is highly skilled in particular areas and works well, and is a high performer. A team member can meet all of our values, is drama-free, and a joy to work with, but what good are they for the team's success if they cannot get the job done.
6. In the position to be successful. High-performing team members are in the right job, and they have all the resources available to them to complete their job and do it exceptionally well. If resources are not available through the organization, they have the flexibility and authority to seek the resources from elsewhere.
7. No miracle workers. If the team is high-performing, there is never a need for a miracle worker. If a team member creates issues and drama but always manages to save the day, they are a liability. If John is always saving the day, find out why John always has to rescue the team and fix the problem.
8. Grumpy is only with the other six. The team has no grumpy members on it. If everyone is happy and you are the only miserable one, the problem is you.
9. Genuine Caring. Each team member genuinely cares for their peers. Asking how your daughter's swim meet was is from the heart and not contrived. Every member of the leadership team cares about the well-being of the entire team.
10. Transparency. Team members have nothing to hide. They own their mistakes and share all news, good, bad and indifferent.
If your team embodies what we discussed above, then you are well on your way to success. If your team is missing some or many of what we described, then contact us today so we can get your team back on track.
Comments