Team Performance: Good, Better, BEST!

Team Performance: Good, Better, BEST!

 
Top performing teams are able to accomplish great feats, even in the face of barriers such as inadequate resources, unfavorable economic conditions, and unforeseen challenges. Be certain that the barriers to team performance in your company are removed, and enable them to accomplish their BEST performance levels!

Optimizing team performance has never been more important than in today’s rapidly evolving workplace. Competition is keener, the pace of commerce moves faster, and the knowledge base is exploding.

Best Performing Teams

To handle these challenges, businesses must employ people who work well together and create the synergy necessary to produce extraordinary results. Because of this, creating highly effective teams has become a critical success factor for every business, large and small. Companies with the “best” performing teams accomplish increased speed to market, superior customer service, and maximum shareholder returns.

Are your teams highly effective? If you believe there is room for improvement, do you know what it takes to move a “good” performing team to “better” and finally “best?” The answers can be found in revealing what is holding the team back!
The Path to Performance Management

Uncovered obstacles, real and perceived, often derail a team’s success. These obstacles can effectively be identified and removed through applying the results of a targeted survey measuring the key components of team performance: processes, relationships, work management, and leadership. Pick a team in your company. Imagine how you would be able to improve that team’s performance after reading confidential responses to survey questions like these:

  • Team Processes

Are new ideas encouraged, or discouraged?
Is everyone given a chance to express their views, or do some members dominate the others?
Does each member share in the leadership tasks?

  • Relationships

Is the team atmosphere friendly, relaxed and energetic?
Do members feel free to express their feelings as well as facts?
Can team members depend on each other to deliver on time and on target?

  • Work Management

Does each member understand and agree with what he/she is expected to contribute to the team?
Are different viewpoints appreciated as potential sources of valuable input?
Does each member have the right blend of skills to accomplish the team’s objectives?

  • Leadership

Does the leader help the team focus on what can be learned from both successes and failures?
How well does the leader provide encouragement to each member in applying his/her knowledge and skills to the job at hand?
Does the leader encourage participation in the decision-making process, rather than making all the decisions for the team?

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