Building High Performance Teams – How-To Tips from Wharton Fellow/Author

Summary

In this interview, Mario Musa, co-author of *Committed Teams: Three Steps to Inspiring Passion and Performance*, discusses the 3X3 framework developed from his extensive research with the Executive Development Program at Wharton. Musa highlights the importance of clear goals, roles, and norms in building high-performing teams, along with the need for continuous check-ins to keep teams aligned. He also emphasizes the value of psychological safety, good communication, and realistic optimism for team success. Through insights and real-world examples, Musa offers strategies for leaders to enhance collaboration, foster trust, and close the gap between intention and execution.

Takeaways

• 😀 High-performing teams focus on three foundational elements: goals, roles, and norms, which are essential for team success.
• 😀 Teams should commit to shared goals, roles, and norms through explicit and meaningful conversations to ensure alignment.
• 😀 Regular check-ins are crucial for teams to revisit their commitments and address any drift in their objectives and execution.
• 😀 Closing the gap between what a team says they will do and what they actually do requires small, realistic steps aimed at improvement.
• 😀 Team members need to pay attention to each other's working styles, fostering better communication and cooperation within the team.
• 😀 One-on-one conversations are essential for building trust and understanding among team members, especially in complex group dynamics.
• 😀 Keeping goals and tasks simple and manageable helps teams stay focused and avoid overwhelm, improving overall effectiveness.
• 😀 Teams should adapt their process intensity based on the task at hand: some situations may need fast action, while others may require more thoughtful deliberation.
• 😀 Psychological safety within a team is vital for effective collaboration, as it encourages open communication and sharing of ideas without fear of judgment.
• 😀 A common mistake in teams is over-relying on one person, which can hinder overall performance and collaboration.
• 😀 Teams must ensure clear role definition and execution planning, or they risk losing efficiency and failing to maximize their collective potential.

Q & A

What is the 3X3 framework mentioned in the book?

The 3X3 framework focuses on three key areas that high-performing teams must address: goals, roles, and norms. Teams must commit to these foundations, regularly revisit them, and close the gap between what is stated and what is actually being done. This iterative process ensures continued alignment and performance.

Why is it important for teams to revisit their goals, roles, and norms over time?

Revisiting goals, roles, and norms is essential because distractions and shifting priorities often cause teams to drift from their initial commitments. Regular check-ins allow teams to realign and ensure they are staying true to their goals and effective in their roles.

What is meant by the 'saying-doing gap,' and how do teams close it?

The 'saying-doing gap' refers to the discrepancy between what a team claims they want to achieve and what they are actually doing. To close this gap, teams should make small, specific adjustments in their actions while considering the environment and being realistic about what can be accomplished.

What role does conversation style play in effective team check-ins?

Conversation style is crucial for ensuring that check-ins are productive. Teams must recognize and respect different communication styles, whether individuals are extroverted or introverted, and how they handle conflict. Having conversations about these styles can foster better understanding and improve team dynamics.

How can one-on-one conversations benefit team dynamics?

One-on-one conversations help build trust and deeper relationships between team members. These private dialogues allow for more personal and direct communication, which is often more effective than group discussions where dynamics can be more complex.

Why is it important to focus on a few things rather than many in team settings?

Focusing on a few key tasks or goals helps prevent teams from becoming overwhelmed. By keeping objectives simple and manageable, teams are more likely to succeed and maintain focus, rather than becoming distracted by too many competing priorities.

What common mistakes do teams make when organizing and executing tasks?

Some common mistakes include relying too heavily on one individual (the 'great person theory'), focusing only on planning without considering execution, and neglecting to clarify roles. Teams that make these mistakes often struggle to maximize their effectiveness.

What kinds of tasks are best suited for individual work rather than teams?

Tasks that require specialized expertise or highly creative work, such as writing a poem or report, are better suited for individuals. Groups tend to be less efficient when working on these types of tasks, as the need for multiple perspectives may not be necessary.

When should teams slow down to focus on process, and why is this important?

Teams should slow down and focus on process when they need to pull in multiple perspectives or collaborate on complex problems. Deliberate attention to team dynamics, roles, and communication ensures that all perspectives are considered and that the team functions effectively.

How does psychological safety contribute to a team's success?

Psychological safety ensures that team members feel safe to share their thoughts and ideas without fear of judgment. This openness improves decision-making and collaboration, as more information is shared and considered. It is crucial for creating an environment where teams can thrive and perform at their best.