Empowering High-Performance Teams
The Secret to Building Cohesive and High-Performance Teams
From my varied life experiences, from navigating biracial identity challenges to adapting to new school districts, I learned the art of adaptability and the importance of understanding people deeply. This "old soul" trait and high emotional intelligence have been a cornerstone of my leadership style.
In my leadership journey, whether in the military, the federal government, or now with Zeal Consulting, I've always prioritized developing my team members. In the military, everyone has a development plan and a clear growth trajectory. My aspirations were high, aiming for General and SES in the Federal Government, supported by leaders who genuinely cared about my progress.
However, transitioning from such an environment to the corporate world was challenging. I was surrounded by genuinely inspiring leaders in the military and federal government - the kind of leaders you'd follow out of sheer curiosity, as General Powell described in his book "The Essence of Leadership." These were leaders who, when faced with complex problems, would turn to me for solutions, whether it was relocating the Army's Theater Gateway Plate Carrier to Romania or leading sustainment operations in Puerto Rico after Hurricane Maria.
My approach has always been to put my team members first, ensuring clear expectations and meeting their needs. My guiding principles are training, open communication channels, and a belief in collective success.
At Zeal, we are all about frameworks. The "TEAM High-Performance Model" is a simple yet effective framework to enhance team dynamics:
TEAM High-Performance Model
Trust (T): Creating a safe environment for open communication and mutual respect.
Action Steps: Encourage open dialogue, show vulnerability, conduct team-building activities, and address conflicts constructively.
Engage (E): Ensuring active involvement and investment in the team's goals.
Action Steps: Define roles, check in on job satisfaction, recognize achievements, and offer growth opportunities.
Align (A): Moving everyone in the same direction with shared goals.
Action Steps: Communicate vision and strategies, align individual and team goals, and use meetings to reinforce the vision.
Motivate (M): Keeping the team energized and focused.
Action Steps: Understand individual motivators, set achievable goals, provide necessary resources, and celebrate successes.
Develop (D): Ensuring ongoing competence and adaptability.
Action Steps: Offer training, promote mentorship, encourage a learning culture, and regularly update required skills.
Regularly assessing and adjusting each aspect of the TEAM Dynamics Model is crucial. It's about creating an environment where trust, engagement, alignment, motivation, and development are the norms.
In conclusion, investing in your team is essential because people are naturally transient. Our role as leaders is to help them navigate using our resources to bridge gaps and reduce friction. Be transparent, intentional, and supportive, but also firm when needed. One of my role models, a Colonel who later became a Major General, exemplified this balance perfectly. His "When in charge, take charge!" philosophy guided me in my military and entrepreneurial endeavors. Oh, and for the secret, be intentional.
Evan Howard, Founder, CEO