Teamwork has long been recognised for its potential to improve organisational performance, and the evidence is clear. Great teams achieve better results through superior problem solving, decision making, creativity and innovation.
The benefits extend beyond the bottom line. Teamwork enables people to connect and work towards achieving common goals with energy and focus. When they do this well, they deliver more together than individually.
Being part of a great team helps individuals learn and grow, especially when team members bring diverse perspectives and experiences. In addition, it’s a known factor in staff retention because working in a high performing team is motivating and energising.
So, how can we create and sustain high performing teams? The definition of a team provided by Katzenbach and Smith in their book The Wisdom of Teams (2015) provides some valuable clues:
“A team is a small number of people, with complementary skills, who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable”.
The components of this definition relate to the requisite skills, behaviours and practices that provide a winning edge for teams to excel.
High Performing Teams
We propose a new way to evaluate team effectiveness using The CDE Model©. This model combines our extensive experience in working with teams with the science behind team performance and the demands of today’s global business environment.
Several dimensions of teamwork determine the way team members work and relate to each other. These are particularly relevant today for teams that are aligning themselves with new ways of working and interacting with each other and with key stakeholders.
The first three dimensions concern the team itself. They define how a team works, the processes and practices it adopts, and how it accomplishes its goals and delivers results.
The other two dimensions concern the environment in which the team operates. They shape the way the team engages with the external world and navigates strategic opportunities and challenges.
- Stakeholder Relationships
- Organisational Context
To discuss ways to maximise the potential of your team or find out more about The CDE Model© of Team Effectiveness, please get in touch with us via email on email@example.com or call us on +613 9666 3320.
Senior Leadership Teams
Senior leadership teams have a profound impact on how their people work and the results their organisation achieves. With high visibility and influence, they shape their organisation’s culture through their words and actions.
By paying attention to the right things, adopting a collective approach and communicating consistent messages, a leadership team can mobilise everyone in the organisation to focus on delivering on their strategic priorities and business goals.
On the other hand, a group of highly competent individuals who operate siloed business units and have less concern with joint responsibility for critical decision-making and guiding the whole organisation will never achieve an optimum level of performance.
With extensive experience in leadership and team coaching we have seen the power of aligning individuals and teams through the elements contained in The CDE Model© of Team Effectiveness.
It takes discipline and courage, but the rewards are great and available to any team working to differentiate itself by accomplishing more together, faster.
Team coaching is a specialised form of coaching aimed at advancing team effectiveness by helping the team as whole to optimise its capability and achieve true alignment for a collective approach to delivering results.