What high-performing teams actually have in common
- Madeline Curtis
- 3 days ago
- 5 min read
Consider this: two professional basketball teams enter the season with nearly identical talent levels. On paper, both rosters are stacked with skilled players, experienced coaches, and big expectations.By mid-season, though, their trajectories look entirely different. One team is dominating the league—players covering for each other’s mistakes, communicating constantly on the court, and celebrating wins as a group. The other team is unraveling. Mistakes turn into finger-pointing. Players play for themselves, not the team. Losses pile up, morale tanks, and, by the end of the season, the team risks being completely dismantled.
The different outcomes in this scenario aren’t due to lack of talent, budget, or even strategy–both teams started on even ground. No, the success of each team rides on how that team worked together.
How does ‘teamwork make the dream work’?
We hear the phrase ‘teamwork makes the dream work’ so often that it’s easy to dismiss it as cliché. But behind this phrase is a cold, hard truth: high-performing teams consistently outperform teams who are out of sync–even though each may contain the same level of talent. Research backs this up.
In fact, studies show that organizations with strong teamwork are significantly more productive, experience higher employee engagement, and retain talent at much higher rates. Teamwork is also crucial to fostering a positive work environment, which in turn has been known to boost the feeling of well-being at an individual level as demonstrated by this recent study published in BioMed Central. On the flip side, poor teamwork contributes to burnout, miscommunication, and costly mistakes. One report found that ineffective collaboration costs organizations hundreds of hours per employee per year due to rework, confusion, and conflict. Burnout can be another harmful effect of poor collaboration–one that can even cause physical side effects for those who experience it long-term.
So what are the attributes that high-performing teams tend to share? Despite differences in industry, size, and structure, these five foundational elements often determine whether a team thrives or merely survives.
5 Elements all high-performing teams have in common
1. A strong culture
Many people don’t consider culture an important aspect of teamwork. But, a strong culture amongst team members is invaluable. Culture is more than ping-pong tables, casual Fridays, or after-hour socials. High-performing teams typically cultivate cultures where respect, collaboration, and members’ well-being are non-negotiable.
In these teams, people feel safe speaking up, asking questions, and offering ideas without fear of embarrassment or punishment. Conflict isn’t avoided, but it is handled constructively. Workplace boundaries are respected and upheld, and every talent is utilized to its best ability. When culture is healthy, team members don’t focus on protecting themselves or their own interests—they focus on the team’s work.
2. Clear goals and roles
Great teams know exactly what they’re working towards and exactly who owns what. Everyone understands the bigger mission and what role they play in accomplishing it. They also craft goals that are both measurable and achievable, then create an action plan to see them through.
Clear goals and roles can be the make-or-break element for a team. When goals or roles are unclear, even talented teams struggle. Tasks fall through the cracks, responsibilities overlap, and frustration builds. Ambiguous roles can also lead to talents being underutilized. High-performing teams eliminate that ambiguity. They define success clearly, communicate priorities often, and establish clear roles that evolve as projects do.
If you want to transform your team into a high-performing, dynamic force, take a moment to reflect on your goals and roles. Does every team member have a distinct role that they fill? Does every member know exactly what they ought to be doing? How are the goals for your team? Are they well defined, actionable, and quantifiable?
Clarity reduces friction and frees teams to move faster.
3. Trust in themselves and each other
Trust is the backbone of every relationship—especially in high-performing teams. Team members need to trust that others will follow through, tell the truth, and act in the best interest of the group. They also need to trust that others will use their talents and treasures to the best of their ability.
This kind of trust allows teams to delegate effectively, give honest feedback, and recover quickly from mistakes or mishaps. Instead of micromanaging or second-guessing, people focus on execution. Instead of worrying about having to pick up another’s slack, team members are able to move like a well-oiled machine: each doing their part and collaborating in a harmonious way. When trust is present, confidence grows—individually and collectively.
If your team is struggling, it could be that the members need to build trust in one another. The best remedy? Trust-building team exercises.
4. Value alignment
High-performing teams don’t just agree on shared goals or well-defined roles, they agree on how work should be done and what matters most. High-performing teams share specific, core values that direct their actions as individuals and a collective. These shared values act as a compass when decisions get tough or pressure is high. They also help guide a team when vision gets blurry and the path forward seems unclear.
When values are aligned, teams experience less internal conflict and faster decision-making. There’s mutual agreement on what matters, what’s acceptable, and what’s not. This alignment creates a cohesion that’s hard to break—even during change or uncertainty.
Take a moment to reflect on your team’s intrinsic values. What matters most to your team? How can you keep this and other shared values at the heart of your work? Are there any value conflicts–goals or habits that conflict directly with your organization’s values–at play in your team?
5. Accountability at every level
Accountability is absolutely not about playing the blame game. Rather, it’s about ownership. High-performing teams hold themselves and each other responsible for results, behaviors, and commitments.They expect and exhibit a certain level of accountability for their time, talents, and outcomes. That is, after all, what accountability really means–taking account of your abilities.
When accountability is part of the culture, issues are addressed early instead of ignored. Team members don’t wait for managers to step in—they speak up, correct themselves when needed, and support one another in meeting expectations. The result is higher standards, better performance, and fewer recurring problems.
If you’re looking to boost the performance and trust of your team, start by adopting a few accountability practices like making frequent reflections or setting clear, concise expectations.
High-performing teams aren’t built by accident. They’re built through intentional culture development, clear communication, mutual trust, shared values, and consistent accountability. Talent matters, but teamwork multiplies it. And while every team looks different on the surface, the most successful ones tend to share the same foundation. When teamwork is done right, the “dream” stops being a cliché slogan and starts becoming reality.
If you’re looking to boost the performance of your small team in the workplace, download our, “Team of Two” workbook. Interested in a more personal and proficient way of turning your group into a high-performing team? Check out The Growth Group’s Team Strengthening services.
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