The 7 Ps of Team Performance
At the Global Institute of Directors we look deep into our experience working with teams in our corporate and consulting lives and have codified the core elements of team performance into a unique framework of success. Our simple framework explains what high performing teams look like.
We call it the 7 P’s of Team Performance and when these elements are developed and working in concert teams can move through the four stages and reach the nirvana that is high performance.
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Using a team coaching and performance mindset, our customized approach helps clients adapt, design team composition and structure, and accelerate the journey that leads to big breakthroughs and focused, effective action.
The 7 P’s of Team Performance
When leaders provide a clear direction and strategic road maps for their teams, their expectations of the future compared with those of teams without a clear direction sets a self-fulfilling prophecy.
- Positive Intent: The foundation of trust is positive intent. When relationship quality and affinity are high, people are eager to work together, interested in identifying and providing what others need for success and quick to respond to communication. When trust is high people feel free to express ideas and go beyond their comfort zone.
- Powerful Purpose: A powerful uniting purpose creates a connection between team members’ work and the overall direction of the business. Where people are connected to the organisation’s direction their work is inspired and has meaning for them and they are more willing to think, act, and communicate in positive new ways.
- Personal Accountability: While technical competence and high levels of EQ are important, individuals must be willing to hold themselves personally accountable for the performance of the teams they are on. Magic happens when team members step up and begin take accountability for things and people they can’t control.
- Performance Platform: Effort can be focussed effectively when there is no confusion on the goal. You know you have clear goals and agreement on business priorities for the team and its members when the answer to the question “Did you do it?” is a resounding “yes” or “no”.
5. Points of Intersection: Knowing when to work independently or interdependently is a crucial to team effectiveness. Interdependence does not mean consensus. Commitment to “winning” for the team means every member of the team is aware of the points of intersection and actively manages all their interdependencies.
6. Protocols of Operation: The biggest drag on team efficiency is unresolved conflict over goals and resources and within relationships. The team must have agreed-upon protocols for how resources are allocated, how decisions get made, and for how conflicts are raised and resolved.
7. Progress Assessment: Unless a team and the members of that team have a willingness to periodically self-assess team and individual development and progress and, to undertake serious effort to continually evolve, it will not achieve, let alone sustain, high performance.
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7 P’s Team Performance Full Day Program
Understanding these elements of what team work is comprised of will allow teams to zero in on the critical opportunities for improvement that will ensure they continue to evolve and perform. So how do you help teams synthesise these elements to get to high performance you ask?
At the conclusion of this program, participants will learn the skills to:
- Understand the 7P’s critical path to outcome based results.
- Break large projects into bite sized pieces.
- Frame a holistic perspective instead of a myopic perspective.
- Plan and prioritise tasks and deadlines.
- Change workplace crisis management paradigms.
- Develop sticking power when projects derail.
- Keep the team informed, motivated and engaged.
- Build personal resilience.
- Be confident having crucial conversations.
- Set workplace parameters and boundaries.
- Agree on performance and behavioural metrics.
- Deal with difficult staff.
- Be comfortable raising performance bars.
- Position rewards with achievements.
- Understand Project Management 101.
- Understand how expectations are formed in the minds of employees.
- Think on your feet.
- Develop patience and tolerance.
- Celebrate diversity in the workplace.
Strategies for Managing Change
Stop and consider the following. Think of a team you are a leader or member of: Where does that team sit on the Forming-Storming-Norming-Performing continuum?
|
Forming ← ← ← |
→ → → Performing |
|
|
Purpose |
We need to align on what we have to do |
We are aligned on why we are here |
|
Accountability |
We each take care of our patch |
We are all here for each other |
|
Decisions |
Good decisions take time |
We decide, we communicate, we act |
|
Conflict |
Win some, lose some |
Always resolved professionally |
| Teamwork |
Teamwork = Meeting together |
Meeting is a part of Teamwork |
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Why Partner with Us
We determine the leadership they have
and the leadership they need, and close
the gap between the two.
We Know Leaders and Teams
We anchor our work in our deeply researched view of what makes effective leaders and combine this with our expertise and experience co-creating transformational leadership programs. Our Acceleration Framework gives a balanced view of a leader’s past, present and future potential that supports the acceleration of diverse talent. This approach has been tested at a local, regional and global level.
We use Collaborative Data Points to Drive Business outcomes
Our expertise in talent management analytics enables us to reveal critical trends across your leadership population and pinpoint the factors that will drive or hinder business growth. Our strategy of collecting multiple points of data to inform our design ensuring an engaging, relevant and robust approach to driving performance and leadership across the organisation.
We Bring the Highest Performance of Capability
We have a world class global team of assessors, organisational psychologists, executive coaches, facilitators and search experts with deep technical expertise and industry experience. Our assessors, facilitators and coaches will create a differentiated development journey for each person and leader, while our search experts can provide insights and external market validation of what great leadership looks like.
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We Work With You to Achieve
We co-create and customise an engaging development experience for all participants linked to your business drivers. We will help you communicate and embed our solutions so they are integrated into your existing practices and frameworks and can be sustained over time. We will partner with you to deliver a “best in class” experience for your executives.