The_Essential_Manager_s_Handbook

HIGH-PERFORMING TEAMS / 37

HOW WILL WE

GET THERE?

Team members must

understand who will

do what and when to

accomplish team goals,

and must be clear about

their job description,

roles on the team,

responsibilities, and

areas of authority

and accountability.

WHAT SUPPORT DO

WE GET/NEED?

Reviewing each

member’s training

and development needs

can set the stage for

individual training,

counseling, and

mentoring that

will strengthen both

the individual and

the team.

HOW EFFECTIVE

ARE WE?

Regular performance

reviews of quantity

and quality outputs and

the team process—

with recognition and

reward for success—

ensure achievement

of team goals and

provide members

with standards.

In focus

MUTUAL TRUST

A climate of mutual trust is

essential in a high-performing

team—each member of the team

needs to know they can depend on

the others. Successful managers

build mutual trust by creating

a climate of openness in which

employees are free to discuss

problems without fear of retaliation.

They are approachable and

respectful and listen to team

members’ ideas, and develop a

reputation for being fair, objective,

and impartial in their treatment of

others. Consistency and honesty

are key, so these managers

avoid erratic and unpredictable

behavior and always follow

through on any explicit and

implied promises they make.

Communication is at the

heart of building and maintaining

mutual interdependence between

members of a team. Managers

of high-performing teams keep

team members informed about

upper-management decisions and

policies and give accurate feedback

on their performance. They are

also open and candid about their

own problems and limitations.

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