5 Key Characteristics of High Performance Teams and What Makes Them Successful

High-performance teams are characterised by their ability to consistently exceed expectations and achieve outstanding results, often surpassing what individual team members could achieve on their own. They are critical for achieving complex goals, driving innovation, and maintaining a competitive edge in today's fast-paced business environment.

Although the behaviours and workstyles of high-performance teams have been thoroughly investigated, the underlying characteristics of high-performance team members have been less studied. This question is significantly more pertinent to HR professionals and hiring managers as they require a framework for recruitment, selection, onboarding, and development.

In this article, we will outline the key characteristics that distinguish high-performance team members from regular staff, highlighting how each specific construct relates to the team dynamics associated with high-performance teams.

High-performance teams are groups of individuals who work together in a collaborative and efficient manner to achieve a common goal. These teams are characterised by their ability to consistently exceed expectations and achieve outstanding results. Members of high-performance teams are typically highly motivated, skilled, and committed to the success of the team. There are several team dynamics that are typically associated with high-performance teams:

• Clear goals and objectives:High-performance teams have a clear understanding of their goals and objectives. They know what they are working towards, and everyone on the team is aligned towards achieving those goals.
• Strong leadership: High-performance teams have strong leaders who are able to inspire and motivate team members to work together towards achieving the team's goals. These leaders are also skilled at managing conflicts and ensuring that everyone on the team feels valued and supported.
• Effective communication:High-performance teams communicate effectively and frequently. They share information, ideas, and feedback in a timely manner, and are open to giving and receiving constructive criticism.
• Collaborative environment:High-performance teams work in a collaborative environment where everyone's contributions are valued and respected. They leverage the strengths of each team member to achieve their goals.
• Commitment to excellence:High-performance teams are committed to achieving excellence in everything they do. They strive for continuous improvement and are not satisfied with mediocrity.
• Trust and respect:High-performance teams have a high level of trust and respect for one another. They are able to rely on each other to do their part and deliver results.
• Accountability:High-performance teams hold each other accountable for their actions and results. They take ownership of their work and are committed to delivering on their promises.

These team dynamics, however, are the result of specific psychological constructs that underpin performance, both at the individual and team level. These characteristics are the defining features of performance in the workplace, enabling individuals and teams to express the team dynamics associated with high-performance teams. Most importantly, when organisations hire staff based on these characteristics, they dramatically increase the probability of developing high-performance teams, boosting performance at the organisation-level.

One of the critical factors that contribute to the success of high-performance teams is the cognitive ability of their members. Cognitive ability refers to the mental capacity of individuals to learn, reason, problem-solve, and process information effectively. It is an essential characteristic that can determine how well team members can perform their tasks and collaborate with one another. Research shows that cognitive ability, as measured by aptitude tests such as verbal, numerical, and inductive reasoning, is the strongest known predictor of performance in the workplace.

Individuals who can process information quickly and accurately are more likely to understand others' perspectives, integrate new ideas into discussions, and provide valuable insights and feedback. This facilitates effective communication and collaboration, enabling the team to work together seamlessly towards achieving their goals. Furthermore, individuals with high cognitive ability often possess strong analytical and critical thinking skills, allowing them to evaluate data and information more accurately. This can help the team make better decisions and achieve better outcomes.

Consequently, cognitive ability is integral to each of the seven key team dynamics that define high-performance teams. When team members have lower levels of cognitive ability, they will struggle with performance, both at the individual and team level. Additionally, when teams contain a mixture of high and low cognitive ability team members, this will almost certainly result in distrust and resentment. Inevitably, the high cognitive ability team members will account for most of the work, generating more ideas and working towards them more effectively. The lower cognitive ability members, however, are likely to struggle, resulting in conflict and poor team morale.

Conscientiousness is another crucial characteristic that can significantly impact the success of high-performance teams. Conscientiousness refers to the trait of being thorough, responsible, and diligent in one's work. Team members who possess high levels of conscientiousness are typically dependable, have high attention-to-detail and committed to achieving high-quality results.

In high-performance teams, conscientiousness is essential in several ways. For instance, conscientious team members are reliable and committed to meeting deadlines and achieving the team's goals. They are likely to put in the extra effort required to ensure that tasks are completed to the highest standard. This can enhance the team's performance by improving the quality of their work and increasing their productivity.

Moreover, conscientiousness can positively impact accountability within the team. Team members who are conscientious are more likely to take ownership of their work and be accountable for their actions and results. This fosters a culture of responsibility and accountability, where team members are committed to delivering results and meeting expectations. Conscientious team members are also more likely to be proactive in identifying and addressing problems before they escalate. This can be especially valuable in high-pressure environments where the team needs to respond quickly to unexpected challenges.

Finally, conscientiousness can improve collaboration and teamwork within the team. Conscientious team members are typically more dependable and trustworthy, and their commitment to high-quality results can motivate others to follow their lead. This can enhance the team's culture of collaboration and foster a sense of shared responsibility towards achieving their goals. Without conscientiousness, teams will inevitably slack and become distracted, struggling to meet their objectives while simultaneously showing lower motivation to do so.

• Resilient team members can help the team navigate unexpected challenges and setbacks. When faced with adversity, resilient team members can maintain their focus, positivity, and determination to overcome the challenge. This can inspire other team members to follow their lead, foster a sense of teamwork, and motivate the team to persevere towards achieving their goals.
• Resilience can enhance innovation and creativity within the team. Team members who are resilient can adapt to changing circumstances, think creatively, and identify new solutions to problems. This can help the team develop innovative ideas and approaches that can give them a competitive edge. Less resilient team members tend to keep their ideas to themselves, limiting the flow of ideas and stifling creativity.
• Resilience can improve communication and collaboration within the team. Resilient team members can communicate effectively, express their needs and concerns, and work collaboratively towards achieving their goals. This can foster a sense of trust and respect within the team and enhance their ability to work together seamlessly. Less resilient team members tend to withdraw from their teams, feeling less comfortable with collaboration and interpersonal communication, hampering team efforts.
• Resilient team members can be a valuable asset in high-pressure environments where the team needs to perform under stress. Resilient team members can maintain their composure, stay focused on their objectives, and motivate others to perform at their best. This can help the team deliver high-quality results, even under challenging circumstances. Low resilience team members, however, tend to give up during times of pressure and stress, feeling unable to continue their efforts. Naturally, this reduces the effectiveness of the team, reducing both individual and team performance.

Integrity is an essential, but often underappreciated characteristic of high-performance teams. Integrity refers to the trait of being honest, trustworthy, and ethical in one's actions and decisions. Team members who possess high levels of integrity are typically highly reliable and committed to doing the right thing, even in challenging circumstances. Research shows that integrity is a useful predictor of performance in the workplace, but it is also a strong predictor of counterproductive work behaviours that harm the organisation itself.

This can help foster a culture of trust and respect within the team, enhancing their ability to collaborate and work together effectively. Without integrity, team members will become suspicious and distrusting of one another, harming team-building efforts.

Team members with high levels of integrity are also typically highly ethical and committed to doing the right thing, even in challenging circumstances. This can help ensure that the team operates with integrity and professionalism at all times, which can be critical in maintaining the team's reputation and credibility. Additionally, integrity can enhance accountability within the team. Team members who possess high levels of integrity are typically highly responsible and accountable for their actions and results. This can help foster a culture of responsibility and accountability, where team members take ownership of their work and are committed to delivering high-quality results.

Lastly, team members who possess high levels of integrity are typically highly dependable and committed to meeting their commitments. This can improve the team's performance by enhancing their productivity, ensuring that tasks are completed to a high standard, and meeting deadlines. These team members are less likely to avoid their obligations, feeling morally compelled to perform and thus support their team.Once you have this data at hand, organisations with access to the relevant expertise can leverage these findings for predictive analytics, the final stage in the process.

Emotional intelligence is the final characteristic that we will explore. Emotional intelligence refers to the ability to identify and manage one's emotions and those of others effectively. Team members who possess high levels of emotional intelligence are typically highly empathetic, communicative, and collaborative. Research shows that emotional intelligence is a powerful contributor to a person's social skills, while also helping people manage their own emotions and mood.

In high-performance teams, emotional intelligence is essential in several ways. Team members who possess high levels of emotional intelligence are typically highly empathetic and can understand others' perspectives and needs effectively. This can facilitate effective communication and collaboration within the team, enhancing their ability to work together seamlessly.

Team members who possess high levels of emotional intelligence are typically highly communicative and can express their thoughts and feelings effectively. This can help improve communication within the team, reducing misunderstandings and improving collaboration. Additionally, emotional intelligence can enhance leadership within the team. Team members who possess high levels of emotional intelligence are typically highly perceptive and can understand others' needs and motivations effectively. This can help them lead the team more effectively, inspiring and motivating team members towards achieving their goals.

Finally, emotional intelligence can improve conflict resolution within the team. Team members who possess high levels of emotional intelligence are typically highly skilled at managing conflicts and resolving disputes effectively. This can help prevent conflicts from escalating, reducing disruptions to the team's performance. This also helps to keep team morale high, avoiding the negative repercussions of repeated conflicts and unwanted tension between feuding team members.

Much of the interest in high-performance teams from a management consultancy perspective has focused on what they do differently, not on what makes them different. The specific behaviours, dynamics, and work styles indicative of high-performance teams are well known, but little has been done to outline why high-performance teams do these things and why regular teams don't. Ultimately, the factors that determine individual performance, i.e., cognitive and behavioural characteristics, underpin team performance as well. Naturally, you cannot expect a group of low performers to suddenly overachieve simply because they are a team. Instead, their poor performance will be reflected at the team level, perhaps to an even greater degree. High performers, however, know how to work well individually and in a group, maximising the probability of becoming a high-performance team.

Test Partnership offers a wide range of cognitive and behavioural assessments designed to predict performance in any role. When hiring using our assessments, you maximise the probability of identifying top performers and creating high-performance teams. For more information on our suite of assessments, please contact us directly or feel free to register for a free trial.