High Performance Teams: Fast-track The 4 KPIs of Success

HPT 4KPIsWhen teams are struggling with under performance or conflict (or both) it would be great if we could simply wave a Magic Wand and ‘presto!’ instant transformation!

Whilst it is true that genuine behavior change and lasting transformation takes time to occur and Magic Wands aren’t available yet, it is also true that using the right performance acceleration strategies can fast track high performance teams and save massive amounts of time and money!

High Performance Teams: The 4 KPIs of Success

As you can see in the diagram below, there are four KPIs of success for high performance teams. High team performance is about maximizing both achievement and engagement within teams. This begins by implementing an effective strategy to address each of the four KPIs of success.

HPT Infographic

KPI 1 – A Common Vision, Strategy & Clear Actions

“Vision without action is just a dream. Action without vision just passes the time. Vision with action can change the world.” Joel Barker

A high performance team has common vision and is clear on the strategies and actions they need to perform. How do you know your team is aligned around vision and action? Are the vision, strategy, goals and accountable actions regularly discussed and endorsed by the team?

Most team leaders struggle to keep themselves clear and accountable to the organizational mission and values and do not prioritize these important foundational messages within the daily or weekly team meetings and discussions. Thus, staff are at risk of drifting away from the core values of the organization and becoming disorientated or disillusioned during times of change.

Would we find success indicators such as a 1-5 year strategy map, 30/60/90 day action plans, quarterly vision & strategy meetings, and team check-ins in your organization?

Things you can do:
• 1-5 year strategy maps;
• 30/60/90 day action plans;
• Quarterly vision and strategy sessions;
• Team check-ins.
Strategies you can use:
• Establish protocols for team communication;
• Introduce toolbox sessions – collate responses from people in different roles and schedule regular times to discuss the results as a group;
• Create flowcharts of processes – develop these collectively and decide on the communication plan;
• Develop a clear team charter and mechanisms for reporting on individual responsibilities.

KPI 2 – Clear Accountability & Performance Reporting

“What gets measured gets managed.” Peter Drucker

A high performance team has clear roles, accountabilities and performance reporting systems that provide transparent real-time data to keep people focused and accountable. Does your team regularly measure and report their important performance metrics within the team and to key stakeholders?

Most teams participate in all sorts of metrics about organizational productivity, safety and culture but very few teams actually measure their own team specific culture, engagement and performance metrics nor use such data to maximize team performance.

Would we find success indicators such as effective team meeting cycles to update & report on action plans, a team self-governance system, and use of regular pulse metrics on organizational health & customer satisfaction in your organization?

Things you can do:
• Create clear accountability for action plans;
• Hold effective team meetings;
• Establish a self-governance system;
• Generate regular pulse metrics on important KPIs.

Strategies you can use:
• Use flowcharts to align goals and timelines (your team accountability document);
• Systematize your team process – define individual roles and create cascading accountability documents and timeframes around a review process;
• Appoint a “moderator” to support the “chair” in managing team meeting dynamics.
• Create dashboards and metrics measures to report important performance indicators within the team and to key stakeholders.

KPI 3 – Leverage Diversity and Lead by Example

Lead by example
“Be the change you wish to see in others.” Gandhi
Diversity
“…there are many parts, but one body. The eye cannot say to the hand, ‘I don’t need you!’ And the head cannot say to the feet, ‘I don’t need you!’” Saint Paul

A high performance team values individual differences and diversity, always leads by example and never mirrors the bad behavior of others. Is the diversity of personalities, roles, gender, culture and skills an advantage or curse? Does your team lead by example to set high standards or simply mirror the behavior of others?

Would we find success indicators such as regular team profiling, above and below the line behavior charts, team charters and peer mentoring systems in your organization?

Things you can do:
• Profile your team’s personality types and communication styles;
• Define “above the line” and “below the line” behaviors;
• Establish a peer mentoring process;
• Provide training in communication skills;
• Provide conflict management training;
• Create a “customer service charter” for your team’s attitude to customers.
Strategies you can use:
• Establish ground rules for communication and use them regularly;
• Establish working parties that are solution-focused;
• Create processes for peer feedback, independent evaluations, and buddy systems.

KPI 4 – Support Team Members’ Wellbeing & Work/Life Needs

“They who have a ‘why’ can endure any ‘how’.” Nietzsche

A high performance team is supportive of each team members’ individual work/life goals and needs and creates flexibility and support for long-term careers within the organization. Does your team understand and support each other’s work/life goals? Are there regular time-limited opportunities to get to know the wider needs and interests of staff?

Would we find success indicators such as use of lifeline presentations, work/life strategy plans, peer support systems, work/life updates and communication starters/ice breakers in every meeting?

Things you can do:
• Lifeline presentations;
• Create work/life strategy plans;
• Establish a peer mentoring and support framework;
• Use communication starters in every meeting.
Strategies you can use:
• Conversation cards and ice breakers at meetings;
• Create buddy systems for newcomers and structured induction processes;
• Institute regular wellbeing check-ins and ask for feedback;
• On-board new staff by revisiting activities and exercises the rest of the group has already done.

Fast-track Your Team: Only 7 Minutes Per Week!

Every company has meetings, team huddles, group teleconferences or other discussions and forums that involve several people. Whenever a group conversation occurs such as a weekly team meeting, a simple 7-minute investment of time and focus at the start can lead to stunning transformation if applied consistently.

In 7 minutes you can: (1) Confirm team mission and values; (2) Appoint a moderator and confirm agendas and outcomes (2 minutes); (3) Do a one-word barometer to gauge readiness and mood; and (4) Complete a quick icebreaker to get to know team members better (5 minutes). All 4 KPIs achieved in one 7-minute strategy! For those interested in how this would look in a typical meeting agenda see the screenshot below:

HPT Meeting 7 Minute Starter

Your Team & Fast-tracking The 4 KPIs of Success…

Take a moment to consider how your team currently addresses each of the 4 KPIs of Success. Are you implementing effective strategies to address all 4 KPIs or just focused on one or two and ignoring the others?

Are your team meetings high performance in addressing all 4 KPIs in the first 7 minutes or are they an ineffective talkfest? Start the high performance teams conversation with your colleagues today to go from good to great!

Ride The Waves of Life!

Dr Pete

The Stress Surfer

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