4 ways to improve team performance: insights from an evidence-based practitioner

How do I increase my team’s performance? This is perhaps the most common question we get asked as executive coaches.

Unfortunately, there is no one-size-fits-all approach when it comes to improving team performance. 

When we work with teams to improve their performance, we develop solutions tailored to their unique environment, as opposed to taking a solution and retrofitting.

However, there are some general, evidence-based techniques and tactics all teams can utilise to help improve their performance. Here are 4 of our favourites.

1. Make teams feels vulnerable and psychologically safe

When Google studied 180 of their teams to find what drives performance, psychological safety was the most important factor. The study included both high and low performing teams, and tested both team composition (i.e. personality traits, skill and demographics) as well as team dynamics (i.e. what it was like to work with other team members). Through the study, Google found that psychological safety was the number 1 predictor of team performance. In other words, teams are more likely to experience higher performance when individual team members feel safe to be vulnerable and take risks. This vulnerability and psychological safety makes them feel confident that they won’t be punished or embarrassed for admitting a mistake, asking a question or offering a new idea; all of which can subsequently lead to greater innovation and productivity.

2. Ensure teams continuously learn and adapt

When it comes to improving performance, teams must take an approach of continuous learning and development. We can’t simply reach a level of high performance and consider the job done. Rather, performance is an ongoing process which teams must work on regularly because, in reality, a team’s performance ebbs and flows through different situations and environments. An effective method for continuous learning and development is establishing regular team debriefs, so (as a team) we can learn what did and didn’t work, and use this information to make improvements in our performance. Scott Tannenbaum and Eduardo Salas, who have studied corporate, medical and military teams for more than 30 years, claim that teams which conduct debriefs perform an average of 25% better than those that don’t. These debriefs do not have to be lengthy or arduous processes. Instead they should be brief team huddles held soon after the event to reflect on what has/hasn’t been working, and agreeing to make necessary adjustments.

3. Engage professional help for you and your team

As with most facets in life, when we seek help from professionals we’re more likely to experience better outcomes. Numerous studies have shown that executive coaches can help improve both individuals and team performance. Of particular note is research completed by Grant, Curtayne and Burton (2009) which studied 41 executives who completed a 10-week executive coaching program. It found the participants benefited from enhanced goal attainment, increased resilience and wellbeing, as well as better management of organisational change. Other studies into executive coaching have also shown that individuals and teams that seek professional help experience better problem solving tactics, reduced stress, and higher quality of life. Whether you’re an individual or a team, it makes sense to engage a professional executive coach who can take an objective view to your unique situation and apply evidence-based techniques and tactics to help improve performance.

4. Find your team’s intrinsic motivation

‘We need not be motivated to be who we are’ - this is a popular phrase of ours at Candour Coaching. In other words, being who you are is acting on your purpose and values. Therefore, your purpose and values are the ultimate motivator. This is known as intrinsic motivation, so if you are intrinsically motivated you will find joy (and subsequently motivation) in the day-to-day activities of your work (provided they align).This is why it’s critical for individual team members to understand their personal values and mission, and how this aligns to the broader purpose of the team and organisation. Another popular theory we espouse is Ikigai. Ikigai is a Japanese concept that gives a person a sense of purpose or reason for living. Essentially it’s finding the intersection between 4 areas in your life: what you love to do; what the world needs; what you can be paid for; and what you are good at.

Want to improve your team’s performance?

Our specialist coaches perform as an extension of your team, and use researched, evidenced-based techniques to help improve performance in a healthy and holistic approach.

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