Building High Performing Teams Full Day Course


Length in Days: 1

Program Leader Level: Front Line Leader, Mid-Level Leader

Online Option: No
Minimum Class Size: 8
Maximum Class Size: 20
Facilitators: 1
Assessments/Prework: Yes

Up to 8 Participants: $10,302


DESCRIPTION: Building High-Performing Teams Course

Creating an effective team requires more than great leadership. Simply gathering together some really talented people, pointing them at the challenge and hoping the ‘wisdom of crowds’ will prevail doesn’t work either. Creating and sustaining an effective team requires an investment of time and energy in making it happen — teams don’t just happen naturally, certainly not the high-performing sort. It also requires commitment and a willingness to see short term performance dip as the group makes the transition into a high performing team.

What is a High-Performing Team?

A team is a collection of highly qualified members aligned with a common business objective committed to sharing important values and vision. Their results are consistent and reliable owing to their ability to solve problems creatively and efficiently. Although the fact is, no team is perfect, but it’s not impossible to be part of a high-performing team.

How to Build the Optimal Team?

Understand your employees better

Knowledge of your employees is important. Knowing what motivates, pushes, and frustrates them will help you form the best team you can.

Planning is always better than your intuitive feeling when it comes to building high-performance teams. Spend some time with each employee, both inside and outside the office, to get a better insight.

Getting a clear picture of your options will make the process much more quick and easy.

Define roles clearly

Each member must be clear about his role. Any miscommunication at the individual level will adversely affect the team as a whole.

The roles assigned must be compatible. High-performing teams don’t do it by instinct. Their decisions need to be driven by a defined logic.

Working together effectively requires members to be aware of their responsibilities.

Don’t hold back on innovation

Keep your team members’ imaginations flowing and let them find creative new ways to solve business problems.

It’s best to criticize an idea if you’re going to put constructive criticism into practice no matter how foolish it may sound at first glance.  Innovation reaches us from unlikely places. Maybe that person who doesn’t look like one has some great ideas in his mind.

Feel free to express yourself.


  • Clarity on the fundamentals of effective team-working
  • A compelling purpose
  • Agreement on the key outcomes the team is responsible for delivering
  • A realistic assessment of current team effectiveness
  • Clarity on the issues and interferences that hinder team effectiveness
  • An action plan for improvement and roadmap for development
  • Real progress on a current business challenge or opportunity
  • Sustainable improvement in team performance

For more information, please check this blog from P2L.


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