Jun 20, 2012
Imagine for a moment that you are the leader of a team. There is a great mix of skills and it’s a diverse team of different cultures and personalities. A recipe for creating a high performing team you might think.
However one of your team members is into dependancy! They treat you as if you were their mum or dad. They expect you to solve all their challenges – work, relationships, even their whole life! Although this may drain you in some way it strokes your ego and you feel flattered. You might feel protective towards them. However in the cold light of day when a change makes you streamline your business, they are probably a prime candidate for redundancy.
Another team member takes massive initiative and is enthusiastic but just creates difficulties for you and the rest of the team because it is misplaced. They have great qualities of energy, drive and determination but managing them is like dealing with a rebellious teenager. They are the proverbial loose canon or bull in a china shop which means you cannot trust them to do the right things in the right way yet!
The majority of the team are good, solid and dependable workers who are conscientious, reasonable and mix well with other people.
And then there are a couple of high performing workers who are leaps and bounds ahead of the others. You know, the ones you wish you could clone and have a team full of.
So what is the difference that makes these people shine and cast what might seem to be an ugly shadow over some of the less able workers in your team?
These high performers operate with responsible initiative and are Self Directing in managing their work. And what does this mean? These are the 7 differences that separate the great from the good workers on your team:
So you might imagine that having a team full of these hard workers is a pipe dream. You can make it a reality by using the Leading & Developing High Performance model to develop a team of great workers.