Building a High-Performing Team: Best Practices for New Executives in a New Company

When you’re a new executive at a new company, you’re under considerable pressure to be successful – and fast. According to McKinsey, around 40 to 50 percent of leaders have been deemed “failures” after only 18 months on a new job. 

Certainly, one of the areas where new leaders can disappoint is in building high-performing teams. There are several ways teams can flounder under a less-than-successful leader’s guidance. Perhaps they don’t respect their leader, or their direction doesn’t inspire them. Alternatively, they may not meet company-wide objectives under an executive’s leadership.

But what exactly goes wrong? 

First, it’s helpful to define a high-performing team. 

This type of team refers to a “group of goal-focused individuals with specialized expertise and complementary skills who collaborate, innovate and produce consistently superior results,” said SHRM.

SHRM, a human resources research firm, suggests there are several factors that influence a team’s performance. A new executive at a new company can ensure they’re building a strong team by articulating purpose, goals, and roles, as well as developing clear communication and helping each team member grow. 

 

? Set a purpose for your team.

Many professionals want to work at organizations that match their own mission and values.

So, if you don’t share the purpose of your work with your team, or if your explanation is vague or dispassionate, then you may be missing an opportunity to motivate your colleagues. 

“Teams perform best when their actions impact the ‘greater good’ beyond their individual goals. They are also more likely to stay at your company and become high performers,” said leadership coach and executive Tugba Yanaz.

 

? Define and delineate each team member’s role.

Team members can feel confused or demotivated if they don’t know precisely what they’re supposed to be doing.

They may also resent not understanding why they’re tasked with a particular set of responsibilities if you neglect to explain the function of their role. 

“Each member must understand and support the meaning and value of the team’s mission and vision. Clarifying the purpose and tying it to each person’s role and responsibilities enhances team potential, as does the inclusion of ‘stretch’ goals that increase the challenge necessary to motivate team members,” Yanaz notes. 

If you do clearly articulate each role’s responsibilities, team members will not only be more productive but will also feel more ownership over their output.

 

? Develop goals and a timeframe for completion.

After team members know what they’re supposed to be doing and why, they need specific goal markers that can set them on the path toward achievement. 

Some executives fail to set goals that are focused enough to be achievable — or even to know when these objectives have been met. 

Consider implementing SMART goals instead. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-Bound. By creating goals like these, your team will know exactly what they’re working towards and how long they’ll need to get there. 

Further, make sure your longer-term goals have sub-goals along the way to help you measure your team members’ progress. Not only your team understand how far along they are in the process, but you’ll also be able to course-correct along the way. 

 

? Communicate with your team.

Your team should understand your communication parameters.

In other words, they should know how and when you like to communicate, as well as the tools you prefer to use. You should have regular meetings and open-door hours that you always follow so your team (especially if they’re remote) knows you’re reliable. 

The more consistent your communication, the more likely your team is to trust you. 

What’s more, you want to articulate your strategies for dealing with conflict. Letting them know that you’ve thought about dissension before it arises can build your team members’ trust. 

“Open communication in such teams means a focus on coaching instead of on directing and a focus on the ability to immediately address issues openly and candidly. The key to team performance is open lines of communication at all times to provide motivation, maintain interest, and promote cooperation,” said SHRM.

 

? Offer feedback.

One of the best ways to motivate your team members is by coaching them.

Let them set personal goals that they can work through in service to their team and the organization. Then, you should offer them feedback on how successfully they’re meeting your objectives and their own. 

“When providing feedback, you should first describe the situation, then reveal the behavior you observed, and finally explain the impact of that behavior…This type of feedback is specific, objective, and actionable, and it will help your team members improve their performance,” said the International Institute for Management Development.

 

Becoming a Successful New Executive at a New Company

 

It’s no easy task to step into a new leadership role and build a high-performing team.

But transparency, team building, and coaching can help you set your team up for success. Once they trust you and have a sense of purpose in their responsibilities, they’ll be well on their way to becoming a cohesive team that can meet your objectives. 

If you want to boost your leadership skills before you start your next job, consider taking the class Bouncing Forward: Leading Yourself and Your Team’s Resilience. Taught by David M. Sluss, Ph.D., a management professor at ESSEC Business School, the course prepares to guide your team through the most adverse of situations.