team of top performers

Develop and reward a team of top performers

live by example

• Teamgoals, bring up the best in people
• Diversity in teammembers
• Strengthen the teambond
• Make clear agreements
• Which rule capacity / autonomy suits the team?
• Confrontation is fine, personal conflicts are not

When building a good team, you can think about these points of attention:

1. The first point is about setting concrete goals and the conviction that you can get the best out of your team members if they agree with the team goals and are committed and valued for their qualities. 
2. The second point of attention means that you build a team with different personalities, complementary qualities and diversity in background, age etc.

Invest in team building. Be clear in what you expect from each other and make clear agreements. Give people space, control capacity and appropriate autonomy. What fits the team, the situation, the task maturity of the team? Which working method suits your company, your goals, fits the value proposition of the company? In terms of management/guidance you can think of theory and insights from  Hersey & Blanchard (Situational Leadership). Remember that there are people who are beginning and people who are more advanced in their work. As a manager, you need to adapt to how they want to be helped to perform at their best. Your style of leadership is tuned to that. The strength of the relationship (connection) is important here.

Think of current insights such as Agile working. (TOO BIG)

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Don’t avoid confrontations: hard on business, soft on people.