by Anishametra Saravanan

Let’s face it. No one is truly ready for their first management role. It’s a whirlwind of new systems, team bonding, and a brand new set of daily tasks that need mastering.  

Just like our national men’s doubles pair Aaron Chia-Soh Wooi Yik, who made a stunning comeback to secure Malaysia’s first medal at the Paris 2024 Olympics, your team can achieve remarkable feats when everyone knows their role and supports each other. But what’s the secret to a high-performing team? 

Decades of research reveal 3 common traits. Let’s explore these elements and how to integrate them into your team: 

Each team member brings a distinct set of knowledge, skills, and abilities to the table, along with specific tasks and responsibilities. It’s crucial for them to understand how their roles contribute to the team’s and organisation’s success. To achieve a common understanding, they need to grasp the following: 

• Individual expertise (specialised skills) 
• Assigned tasks (roles and responsibilities) 
• Context (how those tasks fit into organisational goals) 
• Communication preferences (how people like to interact) 

Your team needs to know each other’s specialties and preferred working styles. Shared understanding enhances team intelligence. When members perceive and understand others’ viewpoints, they leverage insights better, improving decision-making. 

Encourage common understanding with a “Manual of Me” exercise. Have each team member fill out a simple template with prompts: 

• I am at my best when __________. 
• I am at my worst when __________. 
• You can count on me to __________. 
• What I need from you is __________. 

As everyone shares their responses, the team will gain valuable insights into each other’s strengths, weaknesses, and motivations, boosting team intelligence. You might discover why someone always volunteers for specific projects (their passion) and steers clear of others (not their cup of tea). This exercise fosters a deeper understanding and appreciation of each team member’s unique contributions. 

Psychological safety is key to a thriving team. It lets members express themselves, ask questions, disagree, make mistakes, and take risks without fear. This atmosphere welcomes diverse perspectives and cuts down on errors. It’s about setting norms that encourage constructive “conflict” focused on the work, not the person. Research shows that psychological safety helps diverse teams play to their strengths and spark innovative ideas, rather than holding back out of fear. 

The best way to foster psychological safety is to lead by example — showing vulnerability and trust. When you openly acknowledge your own shortcomings and uncertainties, you create a culture of trust within your team. It might seem counterintuitive in a corporate world that often rewards confidence and flawlessness. However, pretending to be perfect doesn’t build trust; it encourages your team to do the same, which erodes trust over time. 

Prosocial purpose happens when team members know their work positively impacts others. In recent years, meaningful work has become a hot topic, with more people eager to benefit others. It’s not just about knowing the “why” behind their work; they also want to know the “who.” Studies show that hearing stories about their work’s positive impact motivates people to engage in helpful actions, making them prioritise their team’s needs over personal goals.  

One simple yet powerful way to make work meaningful is by sharing stories about the team’s or company’s impact. Gather specific instances where your team has positively affected colleagues, clients, or the community. When you hear a story about your team’s work making a difference, jot it down. This way, you’ll have a treasure trove of inspiring moments to share at team meetings, reminding everyone of the meaningful impact they’re making.  

Ultimately, a team’s culture comprises of the habits and common behaviours of its members. By cultivating these 3 aspects as habits for yourself and your team, you’ll lay the foundation for a high-performing and happy team! 

Source:  

Harvard Business Review