29 min

The Secrets of Developing High-Performing Teams LeadHERship Global

    • Business

Creating a high-performing team takes more than simply hiring the right people and arming them with the right tools to do their work. It requires creating opportunities for genuine, authentic relationships to develop. And, its well documented that authenticity contributes to workplace well-being and individual performance – and it lifts team performance as well. 
When it comes to building extraordinary workplaces and high-performing teams, three psychological needs are essential: autonomy, competence, and relatedness. Decades of research demonstrate that when people feel psychologically fulfilled, they tend to be healthier, happier, and more productive.
Members of high-performing teams are significantly more likely to express positive emotions with their colleagues – they are more likely to compliment, joke with, and tease their teammates. In emails, they were more likely to use exclamation points, emojis, and GIFs – deepening a sense of authenticity as well as positive emotional connections.
New research suggests that the highest-performing teams have found subtle ways of leveraging social connections – offering important clues on ways any organization can foster greater connectedness — even within a remote or hybrid work setting — to engineer higher-performing teams.
Of those three essential needs, relatedness, or the desire to feel connected to others, has always been the trickiest for organizations to cultivate. It’s one thing to attract talented employees — but how exactly do you get them to like each other?
Listen in as we talk with Suzanne Castle, Speaker, Author, Minister, Consultant and Coach, about “The Secrets of Developing High Performing Teams” on the LeadHERship Global podcast today!
—> Are you ready to join the most impactful community of extraordinary women in the world? Accelerate your success by defining your vision, growing your leadership, expanding your influence, and leaving a lasting legacy. Learn more: https://leadhershipglobal.com/join-us/ 

Creating a high-performing team takes more than simply hiring the right people and arming them with the right tools to do their work. It requires creating opportunities for genuine, authentic relationships to develop. And, its well documented that authenticity contributes to workplace well-being and individual performance – and it lifts team performance as well. 
When it comes to building extraordinary workplaces and high-performing teams, three psychological needs are essential: autonomy, competence, and relatedness. Decades of research demonstrate that when people feel psychologically fulfilled, they tend to be healthier, happier, and more productive.
Members of high-performing teams are significantly more likely to express positive emotions with their colleagues – they are more likely to compliment, joke with, and tease their teammates. In emails, they were more likely to use exclamation points, emojis, and GIFs – deepening a sense of authenticity as well as positive emotional connections.
New research suggests that the highest-performing teams have found subtle ways of leveraging social connections – offering important clues on ways any organization can foster greater connectedness — even within a remote or hybrid work setting — to engineer higher-performing teams.
Of those three essential needs, relatedness, or the desire to feel connected to others, has always been the trickiest for organizations to cultivate. It’s one thing to attract talented employees — but how exactly do you get them to like each other?
Listen in as we talk with Suzanne Castle, Speaker, Author, Minister, Consultant and Coach, about “The Secrets of Developing High Performing Teams” on the LeadHERship Global podcast today!
—> Are you ready to join the most impactful community of extraordinary women in the world? Accelerate your success by defining your vision, growing your leadership, expanding your influence, and leaving a lasting legacy. Learn more: https://leadhershipglobal.com/join-us/ 

29 min

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