We’ve all been on good (and not-so-good) teams. What stands out about the teams you enjoyed working on? I still remember my first HR team at Microsoft. Something I loved was that I could step out into the hallway whenever I had a question. My peers, who were more experienced than I was, kept their doors open. They were always willing to help, brainstorm, and answer questions. What made this team so special?
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The shared mission meant everyone was willing to help make others better.
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No turf wars, jealousy, or politics.
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Expertise without ego.
I’ve also been on teams that were not fun to work with. Those experiences were very much the opposite. Behaviors ranged from withholding information to downright sabotage. I remember telling a colleague I trusted that I was having trouble forming a relationship with one of my clients. Before the end of the day, she had shared this information with my boss who saw it as a sign that I was struggling. Another colleague took credit for my work. My advice if you’re on a team like this is to not stick around any longer than you have to.
Key characteristics of high-performing teams include trust, diversity, and a shared mission/vision. The team leader plays a key role in setting the tone based on their own behavior, values, and priorities. Have you ever been on a great team with a less than great manager? I was, and what was incredible was that the team created its own healthy subculture. That’s rare, but it can happen.
On a strong team there’s also ownership, accountability, and drive for results. We asked our colleagues what they think makes for a good team, and here’s what they said:
Chelsea Cooper, Human Resources Manager, Wizards of the Coast
“Mutual respect. Diverse perspectives and experience levels. Clear roles and responsibilities.”
Danika Dreslin, Principal, Talent Solutions, Bittrex
“Having each other’s backs – founded in trust and respect. And the ability to make each other laugh / have fun!”
Eric Girard, Consultant
“Mutual purpose, mutual respect, fun, trust, having each other’s backs, challenge, ability to do conflict well…shall I go on? 🤓”
Christine McHugh, Consultant
“Diversity in skill sets, experiences, and thinking. A shared understanding of the team’s mission, clear roles and responsibilities, and willingness to collaborate and learn from one another. I can keep going on this topic!”
Dayna Provitt, Sr. Manager, Human Capital Group, Deloitte
“Trust. Hands down the first thing a team needs!”
Stefanie Riehle, Software Developer
“A leader who encourages and inspires collaboration. Empathy. Health. Communication in problem-solving.”
Based on these remarks, here’s a list you can use to assess your own team:
- Collaboration
- Empathy
- Problem-solving
- Communication
- Trust
- Fun
- Respect
- Healthy conflict
- Diversity (of perspectives and experiences)
- Clear roles
- Shared mission
- Learning environment
After reading this list, what are your team’s strengths, and what’s missing? Teams are not “naturally” good at most of these, but can build skills quickly with focus and practice. If your team is struggling, consider what expectations and boundaries you’ve established. Often, underperformance is simply a result of a failure to communicate. Hence the popular saying “All leadership is communication.”
Building a new team? Getting aligned as you return to the office? Reverb helps make teams better. Contact us info@reverbpeople.com.
