3 ATTRIBUTES <br> THAT SHAPE A <br> HIGH-PERFORMING TEAM
Perversely, intelligence isn’t one of them.
A study published in The Harvard Business Review found the time spent in collaborative activities at work has increased by over fifty per cent in the past two decades. Larger projects; complicated problems; tighter timeframes: these require bigger teams with specialised skill sets and diverse backgrounds, often dispersed globally.
There’s also a clear link between collaboration and performance. People in high-performing teams achieve better results, find better solutions, identify mistakes faster, and report higher job satisfaction. Profitability improves when people work together well.
However, psychologists from Carnegie Mellon, MIT and Union College discovered group performance is only slightly correlated to individual talent. Often, the opposite is true.
Instead, better collaboration comes from improving capability in three areas.
Empathy
Carnegie Mellon, et al. found that when it comes to teamwork, emotional quotient (EQ) trumps intelligence quotient (IQ).
The highest performing teams in their study all exhibited high average social sensitivity: the ability to intuit how others feel, based on tone of voice, facial expressions and other nonverbal cues. As long as they had the necessary expertise, teams with higher average social sensitivity collaborated better and outperformed groups with a lower score.
Psychological safety
Where trust describes how an individual views other individuals, psychological safety is how an individual thinks they’re perceived by the group. In a psychologically safe environment, people feel confident team members will accept them for who they are, without judging them for speaking up, making mistakes, showing emotion, sharing feelings or expressing personal concerns.
Google discovered that of the five dynamics shared by their highest performing teams, psychological safety was by far the most important. People on teams with high psychological safety were less likely to leave, more likely to innovate, brought in more revenue, and were rated as effective more often by their leaders.
To build a psychologically safe environment, Harvard Business School professor Amy Edmondson recommends leaders create clear structures where everyone understands their role and expectations. They should also foster camaraderie and inclusion, frame work as learning problems rather than execution problems, acknowledge fallibility, and model curiosity by asking questions.
For a team to achieve their full potential, Edmonson advises leaders balance psychological safety with accountability.
Communication
Google also found team performance was influenced by dependability, structure and clarity, meaning of work and impact of work.
Communication plays a crucial role in ensuring people understand the collective purpose, objectives and impact; individual roles and expectations; and have a clear plan for execution. Research by KPMG shows a strong correlation between leaders who actively communicate purpose, and team engagement and morale.
The Carnegie Mellon study also found conversational turn-taking — the way in which group members share discussion — makes a difference to team performance. When everyone contributes roughly equally, collective intelligence increases. In teams where one or two people dominate the conversation, the opposite occurs.
By developing these human skills — empathy, psychological safety and communication — leaders can significantly improve the performance of their teams.
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