5 Key Skills Of High-Impact Teams

In organizations as in sports, successful teams are the best trained, cohesive and committed ones who focus their joint efforts on achieving goals and identifying themselves as outstanding members of a winning team. The more cohesive and committed your team is, the better chances they will have of achieving the expected synergy to achieve the purposes in your organization. Here are 5 key skills to consider to develop and achieve high-impact teams:

1. Assertive leadership: Defines and establishes a renewed and inclusive style.

Assertiveness is the ability to communicate directly, correctly and clearly, with determination and confidence; always taking care not to hurt the susceptibilities of the team members. Assertiveness is an essential quality that every manager must train, it is convenient to work on it in depth, and its best application can represent the success of the organization, the main characteristics to exercise assertive leadership are described below:

  1. Being assertive means listening, asking for opinions, considering others, negotiating and making timely decisions. The assertive person seeks to take others into account to satisfy common interests.

  2. The message that it directs must be communicated clearly and avoid assumptions, misinterpretations and/or misunderstandings that create barriers to the achievement of goals.

  3. Direct actions correctly as an interlocutor, relaxed and congruent in what you say, think and do, always considering the feelings of others with empathy, using phrases such as “I understand that this implies an additional effort…”, “I understand your situation…”, “I’m sorry for what happened and I know it’s important to you…”, “There’s some reason in what you express…”. It is essential to express thanks and recognition at the right time.

  4. Give confidence to your collaborators and empower them to foster a participatory and positive collaboration environment, this will make your organization more efficient. A high-impact team trusts the leader who does not impose, trusts that he is a good listener, dialogues, analyzes in a collaborative way and proposes the best alternatives to solve problems.

Assertiveness is also expressed in body language, when someone is sure of what they are doing, they communicate it with an upright posture, but not relaxed, without tension, using pertinent supportive gestures that give the message the relevance it deserves. Makes eye contact, looks at others politely and squarely, without laughter or anger, modulates his tone of voice to convey honesty, respect and trust.

2. The challenge: Define objectives and goals.

Making known the purpose and goals of the organization is one of the basic elements to create high-performance teams. Each collaborator must clearly and precisely understand how their individual function contributes to the achievement of the objectives and goals for the benefit of all. By establishing specific and individual goals, communication in the particular performance and their contribution to the team is promoted and facilitated.

3. Members: Choose your team according to their soft skills.

Identifying the soft skills of each team member becomes a primary task for the development of high-impact teams; and in this way, assign the roles and functions that best suit their strengths and particularities to obtain the maximum potential in their performance.

4. Roles and agreements

Defining the roles and functions of the members of a high-performance team is one of the first steps in getting the most out of their talents. It is important to link characteristics of different personalities in multidisciplinary teams with cooperative and adaptive profiles; as well as other optimistic and social profiles, independent with decision-making capacity, among others. These roles help complement each other.

5. Good communication: Promotes a climate of trust to obtain effective feedback.

Effective communication helps to release tension generated by communication errors, helps to unite teams, mitigating human error and frustration among employees that can cause misunderstandings. Good communication practices strengthen the culture of value, provide the conditions for a good climate of trust and interaction to share knowledge among one another, establishing spaces for effective feedback, in addition to other benefits.