Generate Better Team Performance

The Top Five Drivers of High
Performing Teams
Evidence from the Total Leader and
Coach Solutions High Performing Elite
Teams (HPET) Research and Work
Creating Sustainable Behavioural Change in Teams
Total Leader and Coach Solutions Australia
www.tlcsolutions.com.au | enquiries@tlcsolutions.com.au

Total Leader and Coach Solutions Australia High Performing Elite Teams
Copyright © Total Leader and Coach Solutions Australia 2013
The TLC HPET Framework
 Four quadrants
 The Intra-personal addressing individual requirements
 The Inter-Personal addressing the team requirements
 Four levels of interventions in each quadrant

The Twelve Levers of the HPET Model

TOP FIVE DRIVERS
The key levers to develop a high performing state in a team: Based on
the validation study of the HPET and the TLC HPET Database as a
result of working with leadership teams across Australia

Team members are given permission and feel
comfortable holding each other accountable to the
agreed way of working (Q3)

The team appreciate and tap into each other's
different approaches, skills and experiences (Q4)

The accountabilities and responsibilities of my role
are very clear (Q1)

Communication in the team environment is
constructive (Q2)

Conflict in the team is resolved effectively and in a
timely manner (Q4)

STRATEGIES
The key strategies to develop a high performing state in a team

Create a Culture of Conscious Accountability
Conscious
Accountability
Culture
Clear
Accountabilities
Clarity on who
holds the “D”?
Permission to
hold
accountable
Practice holding
each other
accountable

Culture of Conscious Accountability in Practice
Parachute Rigger Australian Army
1. Articulate the accountability whenever
delegating a task to an individual or a
team
2. Ask the team to articulate their
respective understanding of their
accountability on a regular basis
3. Ask: “Who has the ‘D’”?
4. Provide feedback and coaching
immediately you identify a task has not
being completed to the required
standard / quality

An Agreed Way of Working
An
Agreed
Way of
Working
Agree on
shared
values
Table
conflicts and
seek agreed
approach
Nurture
constructive
paranoia
Practice
agreed way
of working

Agreed way of working in practice
1. Articulate the agreed values and way of working on
a daily basis (and WHY...)
2. Assign an AWW Buddy (co-pilot) to each person
in the team who will provide input and feedback
and hold the individual accountable
3. Finish each meeting with the question: “what
could we have done differently at this meeting to
be more effective”?
4. Practice ‘Appreciation’ – at the end of each
week/day ask one or two individuals to share an
‘Appreciation’ of another person’s practice of the
agreed way of working.

Drive Pro-activity & Eliminate ‘Victim’ Mentality
Proactive
Attitude
Focus on the
decision
required
Immediately
challenge all
blame and
avoidance of
responsibility
Ask: “What do
you need to do
differently from
this point
forward?”
Practice
verbalising
strengths and
weaknesses in
the team

Mark Samuel: 2012
1. Challenge the team to make a choice to
focus on solving the problem rather than
ignoring, denying or blaming.
2. Develop a shared way of challenging
blame, avoidance and denial in the team
setting
3. Practice taking responsibility i.e. “...and
my part in contributing to the error
was...”
4. Hold each other accountable to being
proactive, self-aware, and considered.
Drive Pro-Activity in Practice

The TLC HPET Model

What Next?
If your team would like to gauge its High
Performing State, then contact us and
we will arrange a time to discuss your
team’s needs and the next steps.
Greg Bayne – greg@tlcsolutions.com.au
Alistair Box – alistair@tlcsolutions.com.au
Heather McGregor-Bayne – heather@tlcsolutions.com.au
www.tlcsolutions.com.au

Generate Better Team Performance

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