Being a high functioning Entrepreneur who has built a business centred around providing high level support to other high functioning, multi-passionate Entrepreneurs in the online space. I learnt very early on that if I was ever going to achieve my bigger vision, I was going to need the support of a high functioning team. From my time spent working both as part of, and managing teams in my earlier career. To now building my own and supporting my clients to build their own high functioning teams. And as somebody who is always striving to broaden my horizons and function at the highest level possible. I’ve learnt more than a thing or two about what sets a high functioning team apart from the rest.
What is a high functioning team?
Taking a group of people and turning them into a team is a hard task. Taking a team of people and making them a high functioning team is even harder. That’s because when building a high functioning team it’s not just about finding a people who have the skillsets you need to complete the roles you’re looking to fill. It’s about finding a group of highly skilled, highly ambitious and already highly functional in their own right individuals, and cultivating the right environment for them to be able innovate, collaborate and thrive together. But in the remainder of this blog I intend to share with you everything I know to be true when it comes to building a high functioning team.
How to build your own high-functioning team:
Making the right hires
When it comes to hiring, I believe values are the most important consideration to make. Skills can be taught, but values are often intrinsic to a person’s character. At our company, we value Communication, Autonomy, Efficiency & Structure, Partnership and Integrity. These values are non-negotiable and form the foundation of our hiring process. To hire based on your values, start by clearly defining what your company’s core values are. Then, incorporate value-based questions into your interview process to gauge if potential hires align with these principles.
Team Structure
The importance of not following industry norms and structuring your high functioning team in a way that meets you and your company’s specific needs cannot be overstated. Many fall into the trap of copying the organisational structures of others, which do not serve their unique objectives. Tailor your team structure to fit your vision. And make sure to think further than your immediate situation. Consider not only what you need now, but also how these needs will evolve as the business grows and how potential roles within the team could adapt to meet them.
Documentation to support your team
Proper documentation is crucial to a high functioning team. Clear job descriptions and contracts that outline roles and set expectations are essential, leaving no gaps for misunderstanding or confusion. And Standard Operating Procedures (SOPs) are an invaluable resource for both training and delegating effectively. They allow your team to take both initiative and accountability, whilst maintaining the high standards you hold within your company. Additionally, one of the the things I have seen make the biggest impact to the functionality of my own team is fostering a culture of documentation. For us, this looks like all members of the team being trained on how and when to document within the business and an underlying expectation that everybody is documenting within the business all of the time. Whether that be drafting job descriptions, documenting new processes or refining existing ones. Building it into our culture ensures that the process of documenting remains scalable and does not get lost as we grow.
(You can grab our SOP template here, to help get you started).
Communication, Transparency, and Trust
Trust is built through transparent communication. Documentation forms part of this transparent communication, but it really means nothing if you’re not backing it up with your words and actions. High functioning teams tend to be made up of highly ambitious (and therefore often highly competitive) individuals. If not careful, this can lead to them competing against each other rather than working together. A little competition never hurt anybody, but it does mean that you have to be extra vigilant in upholding boundaries and creating an environment that prioritises collaboration over competition. This is where establishing regular check-ins, feedback loops, and open channels of communication are critical.
Team Engagement and Growth Mindset
A high functioning team is not only skilled but also highly engaged. Harvard Business Review’s “The Impact of Employee Engagement on Performance” demonstrates the link between employee engagement and performance outcomes, finding that Companies with high employee engagement outperform those with low engagement by 202%. Team engagement can be fostered by:
- Ensuring that team members feel valued and recognised for their contributions.
- Encouraging a growth mindset within your team and promoting continuous learning and development.
- Offering opportunities for professional development, such as courses, workshops, and masterclasses.
- Celebrating both individual and team achievements to maintain high morale and motivation.
Creating a high level environment for a high functioning team.
By actioning all of the above you’ll be creating the high level environment where team members feel safe to express ideas, take risks, and learn from failures. Fostering a space where high functioning individuals can respect each other’s opinions and work effectively together to achieve the shared common goal – the success of your company.
