A high-performing leadership team is the secret to successful business outcomes that consistently demonstrates a superior level of performance. Before we orchestrate various compositions that are instrumental to building a high-performing leadership team, let’s understand the components of star performers.
According to an article by HBR, the four X factors of high potentials: are drive to excel, catalytic learning capability, enterprising spiring, and dynamic spirit. The team of intrapreneurs are the ones who create, innovate, and drive business growth
The ‘CLEAR’ strategy is a framework, to build and develop a high-performing leadership team. We have outlined questions to reflect on and consider, while you go over the article.
Cohesiveness
A purpose unites the team. The purpose could relate to the organization’s mission, capability, profitability, or any other factors that the team identifies with. Along with the shared purpose, respect and understanding among team members are the principles of cohesive teams. This blend is ‘personal,’ providing the team to reach those goals through a collaborative effort.
- What are the signs that you notice within highly trusted teams?
- How will you foster inclusivity within your Organization?
Leadership
Leadership style and behaviors affect the overall Organizational culture and drive performance. Leaders are aware of their emotions and the impact emotion contagion has on the team. Emotionally intelligent leaders provide the right guidance, support, and direction. They gauge the situation and match their emotions intelligently. This is evident when they bring hope and optimism during tough situations.
- Have you considered strengthening your leadership through Emotional Intelligence?
- What steps can you take to be more mindful in your communication?
Engagement
High-potential team members work towards building a culture of clear communication and collaboration. They are proactive in sharing ideas, information, and feedback openly. Allowing an atmosphere to express positive remarks like compliments and jokes with each other. On the other hand, they are willing to freely express negative emotions, in a productive manner, relating to differences in opinions, decisions, etc. They ensure relationships are maintained without making conflict personal.
- What activities have you initiated to allow team members to collaborate and bond?
- Have you designed a system to award small wins, and celebrate successes and minor milestones?
Accountability
Being accountable is fundamental for building a high-performing leadership team. High-performing leadership teams actively build accountability, ensure trust, and reliability, and provide a psychologically safe space. Accountability is the key to taking on ownership of tasks, making commitments to achieve goals, adhering to deadlines, and understanding the impact of one’s actions while contributing to the team’s goal.
- How are you defining and benchmarking accountable behavior?
- Are you building feedback loops to hold team members accountable for their actions?
Reskilling
Embedding an operational resilient mindset involves being adaptable, learning new skills, embracing change, and the need for speed. High-performing leadership teams make quick efficient decisions, strategically reskill themselves, and can adapt in a systematic rigorous way.
- Have you defined the critical skills that are connected to the business strategy?
- Has the team dedicated transformational journeys to reskilling and upskilling programs?
The components of the Clear Strategy are the responsibility of every leader. Build and develop your leadership teams and ultimately rest of the team will adopt.
At Talent Element, we partner with leadership teams to provide a comprehensive people and talent strategy to achieve business goals and drive business growth. Through integrated coaching, impactful initiatives, and meaningful conversations, we help design and build an intrapreneurial culture.
