Why is it that some company cultures have teams of high performers who generate profits?
Such team members collectively excel because they share seven inter-related traits:
1. Self-awareness with EI
High-performing team members are self-aware of their strengths and weaknesses and know what they need to do maximize their talents. Typically, they possess EI, or emotional intelligence.
This means they think and act logically, and take full ownership for maximum efficiency.
For High Performance Create an Emotionally Intelligent Culture
As a result, they stay within themselves — focused with a sense of purpose in making contributions — playing a valuable role in helping the organization determine objectives and assisting in achieving desirable outcomes.
2. Continuous communication
For team effectiveness, they show a leadership trait by keeping each team member updated to enhance management projects and to meet deadlines.
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Clearly, this is critical in bridging distances in remote and hybrid work environments.
3. Promotion of trust and mutual respect
They make certain all team members feel accepted and welcome. They recognize the skill sets of others and appreciate their contributions.
They don’t judge age, gender or race because they are advocates of diversity in creativity, decision-making and innovation.
This leads to a psychologically secure environment because team members feel free to voice their ideas and opinions, which, of course, leads to everyone’s job satisfaction, high morale, trust and team unity.
4. Teamwork
Employees flourish because they value being an integral part of the unit. They gladly interact with each other for high performance.
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When the going gets tough, they blossom as a result of the assistance and communication.
When goals are achieved, they savor their sweet victories.
5. Resolution of disagreements
They’re not likely to engage in verbal combat. They communicate on a professional level and confront issues in seeking resolutions when disagreements occur.
They have faith that disagreements will be handled in a healthy, respectful and straightforward approach.
6. Time management
Such employees know how to manage their time well. Because they clearly understand their missions, they are adroit in timely accomplishing growth-oriented tasks that are aligned with their company’s goals.
This is made possible because they prioritize the salient issues, and appropriately apportion their time and energies.
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In effect, they prioritize in terms of A, B and C starting with projects that will have the most impact.
7. Reliance on organizational support
They continually benefit and know they will always get the necessary material support – from marketing and staffing to technology – as well as exemplary support from senior management.
From senior-management, employees know they will get assistance, constructive feedback and enthusiastic support. This includes being able to expect inquiries from leadership about what else in needed.
This environment will guarantee communication, respect and trust, which will further motivate the staff.
From the Coach’s Corner, here are strategies for human resources to improve your culture:
Dreaded Discussions You Must Have – 7 Management Tips — In most organizations, managers must inevitably have conversations with employees regarding their work. Here are seven crucial steps.
How to Eliminate Destructive Conflict for Better Teamwork — There are two types of conflict. For better teamwork and higher performance, it’s true that constructive conflict works. Usually, the best ideas evolve when ideas are discussed and debated. But when employees fail to exercise self control and their egos get in the way, emotions flare and cliques are formed in the workplace.
7 Tactics If Toxic Employees Are Infecting Your Workplace — If you fail to successfully deal with toxic employees, your culture will experience a range of issues – from declining profits to legal problems.
Strategies – Reshape Staff to Cut Costs, Avoid Lawsuits — Management best practices include avoiding discrimination lawsuits and not making excuses for poor performing employees. See these tips.
Management – Improve Communication, Stop Rumor Mill — Gossiping and rumors hurt your staff morale and organizational performance. Such toxicity and negativity can also lead to expensive lawsuits. Here’s what you can do as a manager.
“An organization, no matter how well designed, is only as good as the people who live and work in it.”
-Dee Hock
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