High-performing teams are distinguished by a specific set of collaborative behaviours, which can be categorized into task-led actions that drive productivity and relationship-led actions that build a strong team culture. Based on our assessment experience, teams that actively cultivate these behaviours see significant improvements in efficiency, morale, and overall success.
What Are Task-Led Behaviours?
Task-led behaviours are actions directly focused on achieving objectives and completing projects. These are the engines of productivity within a team.
- Taking Initiative: This involves proactively identifying challenges and proposing solutions. Team members who take initiative prevent stagnation and keep the team moving forward, anticipating needs before they become obstacles.
- Seeking and Providing Information: Effective teams have open channels for sharing ideas, data, and feedback. This behaviour ensures all members are operating with the same information, leading to better-informed decisions.
- Clarifying and Elaborating: Misunderstandings can derail a project. Members who excel at clarifying ensure that instructions and goals are unambiguous, asking for elaboration when needed to prevent errors.
- Decision-Making and Testing: A key behaviour is the ability to recognize when a consensus is reached and to make a final call. This includes testing assumptions when possible to ensure the team is pursuing the best course of action.
What Are Relationship-Led Behaviours?
Relationship-led behaviours focus on the interpersonal dynamics that create a trusting and supportive environment. These are the glue that holds a team together.
- Establishing Psychological Safety: This is a shared belief that the team is safe for interpersonal risk-taking. In a psychologically safe environment, members feel comfortable expressing ideas and concerns without fear of embarrassment or punishment. This is often the foundation for innovation.
- Managing Conflict Constructively: Conflict is natural, but high-performing teams address it through structured conflict resolution. This means focusing on issues, not personalities, and using techniques like active listening to find mutually acceptable solutions.
- Ensuring Accountability: In a strong team, members hold themselves and each other responsible for meeting commitments. Tools like a RACI matrix (which stands for Responsible, Accountable, Consulted, and Informed) can clarify roles and responsibilities, making accountability clearer.
- Practicing Active Encouragement: Simple acts of recognition and positive reinforcement boost morale. Acknowledging contributions makes members feel valued, which increases engagement and motivation.
How Can You Cultivate These Behaviours?
Building these behaviours requires intentional effort from both team leaders and members. It’s not about finding perfect people, but about creating an environment where these positive actions can flourish.
Leaders can foster these behaviours by modeling them consistently and creating structured opportunities for collaboration. For example, starting meetings with a round of open discussion can encourage quieter members to contribute (a relationship-led behaviour), while using a shared project management tool can enhance coordination (a task-led behaviour). Regular feedback sessions are also crucial for continuous improvement.
To build a high-performing team, focus on balancing task efficiency with relationship building. Encourage initiative and clarity while simultaneously fostering a culture of psychological safety and mutual accountability. The most successful teams are those where members are not only skilled but also committed to supporting each other's success.
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