Why Teams don’t Perform at their Peak


So often, it is not the team that is to blame for not operating at their best, rather a combination of office/company culture and the manager. To achieve this. it takes great Leadership to create a specific Team Brand or culture that will challenges its members. To succeed as a top leader one must allow the member to succeed.

Following are a few tips to steer your team to Peak Performance.

1.   Match people to their skills:

Identify the unique talents that the team member brings to the table and where required, shuffle them around so that your team has a better chance of success. Never limit a person just because they have done the job for a long time. If you believe their talents are better suited elsewhere and they could make a bigger contribution in another role – take the risk. People usually have a fear of change so a little convincing may be necessary. Any positive change with the right motives may be in their best interest, as well as the best interest of the company.

2.   Encourage passion:                      

Find out what people are really passionate about and investigate if there are ways to align them with specific job roles that allows them to channel some of that passion. It may also mean that by placing them in a different role they may not have much experience. Most times, passion will conquer the lack of experience and they will embrace the new task with the desire to learn and grow. Once they’re up to speed and can perform, that passion can become a strong driver of innovation and growth. Be flexible and don’t shy away from aligning people with the projects they are passionate about.

3.   Focus on results and productivity:

Set clear goals that you know the team member can accomplish. Getting results is also time management. Productivity cannot be met if Time Management is not. Arriving at meetings on time and being available during the team’s general working hours adds to productivity. Ensure they are given the necessary tools required to perform the task, and then let them manage their own time. This sends the message that you trust them. If you have those you don’t trust, manage them up until you do trust them or manage them out to their next opportunity.

4.   Best performers for the biggest challenges:

When a big opportunity arises, allow your most competent team member to tackle it on their own. You need to take a step back and only offer assistance when they request it. Ensure that your choice of person has the skill, passion for the subject matter or task and a track record for success. These opportunities do not always come around very often, so re-positioning your good members helps to grow the team as well as your business. Always put your best performers on your biggest opportunities.

5.   Trust them:

As a manager it is our role to create an atmosphere that promotes and encourages creativity.  Let the team know that you trust them and you have faith in their abilities to perform at their work, the ability to solve problems and make the best decisions and that they are able and capable of meeting their deadlines. If you are at a stage where you do not trust them, start managing them up and give them the confidence they need.


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