Learn to team, to team to learn

One of the most distinguishing attributes of high performing teams is the access teams have to the collective wisdom, no individual nor group has.

I’ve lost count of the number of conversations I’ve had with CEO’s, managing directors and their teams about why team members are reluctant to ask for and give feedback to one other, not willingly admit to not knowing nor ask others for help. The reason I consistently offer, is because they are possibly operating more as a group and not as a team.

In a group, members work independently of one another and focus on their individual KPI’s and what they can control. In a team, teams members hold themselves accountable for the team’s collective goals that can be achieved only working interdependently. Groups focus on developing their individual knowledge; teams focus on building their collective wisdom – a team’s most valuable asset.

The reason to team, is to learn.

Based on my own research and an analysis of the results of the 5 Disciplines of High Performing Teams assessment (hyperlink to the website), one of the most consistent and lowest scoring indicators is: “Team members are open to receiving and giving feedback to each other on their performance and behaviours.”

An attribute of a high performing, collaborative team, is the responsibility the team members take not only for their own, but each other’s learning, development, and success.   

As the CEO or managing director, make 2023 the year you team better together by learning better together. Here are 3 three things you can do to team to learn and immediately improve the team’s engagement and performance:

Appreciate others
Rather than focus on recognising other’s achievements, focus on appreciating other’s attributes. Recognise others for what they have done, appreciate them for who they are. Just because you may have recognised someone, doesn’t mean they feel appreciated by you. See what happens when you appreciate someone for their openness to learn and willingness to change.    

Admit to not know

As Brene Brown said, ‘our capacity to be courageous will never be greater than our capacity to be vulnerable.” Make it safe for others by first showing your vulnerability and admit to not knowing. Your value as a leader has less to do with what you know, but more to do with being open to learn what you don’t know.

Ask for feedforward

Whilst learning from the past can be helpful, invite others to suggest what could and should be done differently and better, moving forward. Ask the team members for their suggestions on what they feel you could do differently to have a greater impact across the organisation. Then act on it!