THE PSYCHOLOGY OF HIGH PERFORMING TEAMS
1
COPYRIGHT 2014 – THE COACHING INSTITUTE PTY LTD. ALL RIGHTS RESERVED. No part of this manual may be reproduced or transmitted in any form or by any means, mechanical or electronic, including photocopying and recording, or by information storage and retrieval system without permission in writing from the publisher. Published by The Coaching Institute. For further information contact: The Coaching Institute Suite 40, Albert Square, 37-39 Albert Road, Melbourne VIC 3004 Phone: + 61 3 9645 9945 | Fax: + 61 3 9645 7002 | Email: wow@thecoachinginstitute.com.au LEGAL NOTICES DISCLAIMER While all attempts have been made to verify information provided in this publication, neither the author nor the publisher nor the marketing agents assumes any responsibility for errors, omissions or contrary interpretation of the subject matter herein. This publication is not intended for use as a legal source or accounting advice. The publisher wants to stress that the information contained herein may be subject to varying state and/or federal laws or regulations. All users of this information are advised to retain competent counsel to determine what state and /or federal laws or regulations may apply to the user’s particular business. The purchaser or reader of this publication assumes responsibility for the use of these materials and information. Adherence to all applicable laws and regulations, including federal and state and local governing professional licensing, business practices, advertising and all other aspects of doing business in Australia or any other jurisdiction is the sole responsibility of the purchaser or reader. The publisher and author and marketing agents assume no responsibility or liability whatsoever on the behalf of any purchaser or reader of these materials. Any perceived slight of specific people or organisations is unintentional. FINANCIAL DISCLAIMER Any earnings or income statements, or earning or income examples are only estimates of what we think you could earn. There is no assurance you’ll do as well. If you rely upon our figures, you must accept the risk of not doing as well. Where specific income figures are used, and attributed to an individual or business, those persons or businesses have earned that amount. There is no assurance you’ll do as well. If you rely upon our figures, you must accept the risk of not doing as well. Any and all claims or representations, as to income earning mentioned, are not to be considered average earnings. There can be no assurance that any prior successes, or past results as to income earnings, can be used as an indication of your future success or results. Monetary and income results are based on many factors. We have no way of knowing how well you will do, as we do not know you, your background, your work ethic, or your business skills or practices. Therefore we do not guarantee or imply that you will get rich, that you will do as well, or that you make any money at all. There is no assurance you’ll do as well. If you rely on our figures, you must accept the risk of not doing as well. All business and earnings derived have unknown risks involved and are not suitable for everyone. Making decisions based on any information presented should be done only with the knowledge that you could experience significant losses, or make no money at all. All products and services by our company are for educational and informational purposes only. Use caution and seek the advice of qualified professionals. Check with your accountant, lawyer, professional advisor, before acting on this or any information. Users of our products, services and websites are advised to do their own due diligence when it comes to making business decisions, and all information, products and service that have been provided should be independently verified by your own qualified professionals. All information, products and services should be carefully considered and evaluated, before reaching a business decision, on whether to rely on them. You agree that our company is not responsible for the success or failure of your business decisions relating to any information presented by our company, or our company products or services and their representations.
2
The Psychology of High Performing Teams A high performing team has one ingredient, no matter what. And this is momentum. A feeling of energy, focus, and determination, all channelled towards a specific and agreed outcome. There’s feelings of anticipation, optimism, and possibility. People support and champion each other. There is high trust, because results are on the board. There’s an expectation that things will not only maintain, but improve. Injection of new possibilities, innovations and ideas occur consistently, and are welcomed. People want to improve, and to find ways to help the business succeed. There is little talk of ‘what’s in it for me’, and a lot of focus on what works. People deliver results. There is focus on the process, to get things done. But the process is respected only if it produces the results. Process for the sake of process is not encouraged, expected or rewarded. Busy-ness is not the point. Outcomes are what it’s all about. I’ve mapped out a flow chart showing the attributes of a low functioning and a high functioning team, as a way of contrast. These flow charts are representative of how I assess the businesses I’m hired to assist.
3
The Stages Towards High Functioning and Focused Teams (this can take 6 months to achieve)…
START
Low interest in the mission Expectation of lack of consistency by the leader Leader drives everything Deadlines missed Results not the focus – busy-ness seems to matter Focus on tasks, and ‘jobs’ and what has to be done Excuses, blame, lack of accountability
4
NEXT
Early adopters follow conversations on the mission First fast followers take the concept of mission on board Sporadic support Deadlines talked about Results talked about – busy-ness defended People who don’t like accountability complain, or quit Excuses, blame and finger pointing (can get worse before it gets better, people don’t like change)
GETTING GOING…
ESTABLISHED
The majority follow the conversations on mission
Passionate support for what we do and why we do it
Early adopters initiate the conversations & there’s consistent support for it
The whole team contributes with enthusiasm
Mission based conversations increase Deadlines now the focus and individuals are held accountable to them The people who remain, feel sneakily proud that they want to succeed Less excuses, more questions, more curiosity about how to succeed
The place is a forum of ideas and innovations The focus is on the mission and how to achieve it Deadlines are achieved Results are achieved A sense of team pride Excuses are called out, curiosity, brainstorming – that lead to actions, not more talk
The Steps to a Low Functioning and Unfocused Teams (this can take 2 weeks to achieve)…
START
NEXT
WINDING DOWN…
Passionate support for what we do and why we do it The whole team contributes with enthusiasm The place is a forum of ideas and innovations The focus is on the mission and how to achieve it Deadlines are achieved Results are achieved A sense of team pride Excuses are called out, curiosity, brainstorming – that lead to actions, not more talk
Leader doesn’t lead the discussion on mission Leader doesn’t generate ideas and only responds and reacts to others Leader allows excuses
LOST
Low interest in the mission The majority retract and focus only on tasks Trust wanes Certainty drops and confusion rises
Followers pause and hesitate
Decisions get questioned and not actioned
A feeling of uncertainty comes into decision making
Momentum begins to disappear
Momentum slows
Expectation of lack of consistency by the leader Leader drives everything Deadlines missed Results not the focus – busy-ness seems to matter Focus on tasks, and ‘jobs’ and what has to be done Excuses, blame, lack of accountability
First Fast Followers First fast followers are absolutely vital to success for leaders. A leader may call the play. The first fast followers are the people who respond to it immediately, and with gusto, and set the example to everyone else that this is real and happening. Without first fast followers, the leader will not get the momentum needed for results.
5
6