A high-performing team is defined as a group that works interdependently towards a common goal, demonstrates high levels of collaboration and innovation, and produces superior results. Such teams have supportive processes, clear roles and responsibilities, and psychological safety that allows members to overcome barriers. In contrast, poor performing teams have slow decision-making, lack of diversity, unclear goals and vision, command-and-control leadership, and an absence of trust and open communication. To achieve high performance, teams need leadership that provides vision, coaching, and transparency, as well as a culture of psychological safety established through common languages, norms, and trust between members.

1. How To Become A
High Performing
Team
@peter_nijenhuis

2. What’s a High Performing team?
According to Google’s Project Aristotle
Teams are highly interdependent - they plan work, solve problems, make
decisions, and review progress in service of a specific project. Team members
need one another to get work done.
According to wikipedia
A high-performance team can be defined as a group of people with specific roles and
complementary talents and skills, aligned with and committed to a common purpose, who
consistently show high levels of collaboration and innovation, produce superior results,
and extinguish radical or extreme opinions that could be damaging. The high-performance
team is regarded as tight-knit, focused on their goal and have supportive processes that
will enable any team member to surmount any barriers in achieving the team's goals.
@peter_nijenhuis

3. How to identify a Poor Performing team?
- Slow decision making
- Dependencies
- Lack of diversity
- Lack of vision
- Lack of goals
- No common language on Norms and Behaviors
- No room for “failure”
- No open and safe team culture
- Command and Control
- Micromanagement
- Sarcasm / Distrust / Frustrations / Annoyance / Hidden agenda’s / 9-5 culture
@peter_nijenhuis

5. What’s needed
to
Achieve a
High
Performing
Team?

6. Leadership
&
Psychological
Safety

7. Leadership
Trust
Stability
Diversity
Tough Decisions
Guiding
Coaching
Facilitating
Vision
Challenging
Transparency
@peter_nijenhuis

8. @peter_nijenhuis
“Coach the game,not to keep your job”
Mr. Ellis,father of Jill Ellis

9. Psychological Safety
Trust
Common Language on
Behaviors
Common Language
on Norms
@peter_nijenhuis

10. It Isn’t Rocket Science!
You Can Do This!
@peter_nijenhuis

11. Resources:
- Google’s Project Oxygen Research
- Google’s Project Aristotle
- The 5 dysfunctions of Teamwork, by Patrick Lencioni
- Forming, Norming, Storming, Performing by Bruce Tuckman
- Diversity:
* Belbin
* DISC
*Insights
- 7 habits of highly effective people, Stephen Covey
- Effective communication (rose of Leary) by Timothy Leary
- OBM, Organizational Behavior Management
@peter_nijenhuis

12. The End
Thank you very much for your attention
@peter_nijenhuis
https://www.linkedin.com/in/peter-nijenhuis-✓-lion-0b83751

13. Questions?