Every leader wants to build a high-performing team. The challenge? Most leaders aren’t sure how to make that a reality.
Sure, hiring for character, culture, chemistry, and competency is crucial. But those alone don’t guarantee a great team.
A great team isn’t just a collection of talented individuals—it’s a system of principles that create momentum, accountability, and adaptability.
Here are 10 principles that separate the best teams from the rest.
1. Smart Aggression: High Performers Take Initiative
Great teams don’t passively wait for success—they pursue it with great intentionality. Smart aggression means having a bias for action, making strategic moves rather than reckless ones. It involves:
- Calculated risk-taking
- Proactive problem-solving
- Pushing for results without unnecessary chaos
💡 Example: A SaaS sales team doesn’t just wait for inbound leads. Instead, they actively build relationships, leverage data-driven prospecting, and engage in strategic outreach—without becoming overly aggressive and driving away potential clients.
2. Systems as Solutions: Don’t Rely on Heroics
High-performing teams don’t solve the same problems repeatedly. Instead, they build systems that create consistency and reduce inefficiencies.
- Standardized processes reduce human error
- Systems allow teams to function without relying on individual heroics
- Automation and SOPs increase efficiency
💡 Example: A customer service team kept missing follow-ups on support tickets. Instead of micromanaging, leadership implemented an automated ticketing system with clear escalation protocols, improving response time by 30%.
3. Decentralized Decisions: Empower People at Every Level
If decisions always require approval from the top, teams slow down and miss opportunities. Empowering employees within their scope builds:
- Speed
- Ownership
- Adaptability
💡 Example: A retail company struggling with slow approvals allowed store managers to make inventory decisions within a budget threshold. This sped up restocking and improved sales without unnecessary corporate delays.
4. Clarity of Purpose: Define the “Why”
Without a shared mission, even the most talented teams struggle. Every team member should know:
- Why their work matters
- How it connects to the bigger picture
- What success looks like
💡 Example: A software development team was simply writing code without understanding its impact. Once leadership clarified how their product improved small businesses’ efficiency, engagement and innovation skyrocketed.
5. Trust and Psychological Safety: Encourage Open Dialogue
Employees who don’t feel safe speaking up default to self-preservation instead of collaboration. Teams thrive when they:
- Encourage honest conversations
- Normalize constructive feedback
- Make it safe to challenge ideas and admit mistakes
💡 Example: A struggling marketing team stopped generating fresh ideas because leadership constantly dismissed them. When leadership encouraged open brainstorming and guaranteed no immediate rejections, creativity flourished, leading to a campaign that increased engagement by 40%.
6. Accountability at Every Level: Build a Self-Sustaining Culture
Top teams don’t rely on leadership alone for accountability—they build an internal culture where team members:
- Take responsibility for commitments
- Hold each other accountable in a healthy way
- Uphold team standards without micromanagement
💡 Example: A remote consulting firm struggled with missed deadlines until they implemented peer accountability. Team members checked in with each other rather than relying on management to call out delays, boosting productivity.
7. Adaptive Leadership: Know When to Step In and Step Back
The best leaders:
- Provide direction without micromanaging
- Step in when needed but trust the team to execute
- Adapt leadership style based on the team’s maturity level
💡 Example: A project manager who initially handled all client communications started mentoring a key team member to take over. Over time, the team member grew into a leadership role, improving client satisfaction.
8. Intentional Talent Development: Grow Your People
Great teams don’t just hire talent—they develop it. Investing in people through mentorship, training, and coaching ensures long-term success.
💡 Example: A startup noticed a junior developer had potential in UX design. Instead of keeping them in a backend role, leadership provided mentorship and training, helping them become a key player in product innovation.
9. High Standards with Grace: Expect Excellence, Allow for Growth
Teams need both high expectations and room for failure. Without high standards, teams drift into mediocrity. Without grace, they burn out.
💡 Example: A consulting firm launched a bold new service package that flopped. Instead of punishing the team, leadership framed it as a learning opportunity, analyzed what went wrong, and iterated on a better offering.
10. Diversity of Thought and Experience: Avoid the Echo Chamber
The best teams:
- Actively seek different perspectives
- Challenge assumptions
- Learn from diverse backgrounds
💡 Example: A leadership team realized they lacked younger employees’ perspectives in decision-making. By intentionally adding younger voices, they gained fresh insights that reshaped their marketing strategy and boosted Gen Z engagement.
Ready to Build a High-Performing Team?
A great team isn’t built by accident—it’s constructed with intention.
📌 Which of these principles resonated most with you?
📌 What’s missing from your team that could transform your culture?
Over the next few weeks, I’m looking deeper into some of these principles on my blog and my Substack. If you’re not already subscribed, this is the perfect time to follow my Substack.
Call to Action
🔹 Want more leadership insights? Subscribe to my Substack for deep dives into these principles.
🔹 Need hands-on guidance? Explore leadership coaching at gavinadams.com.
Quotes for Inspiration
💡 “The strength of the team is each individual member. The strength of each member is the team.” – Phil Jackson
💡 “None of us is as smart as all of us.” – Ken Blanchard
💡 “Success is best when it’s shared.” – Howard Schultz
Resources for Further Learning
📖 The Five Dysfunctions of a Team – Patrick Lencioni
📖 Leaders Eat Last – Simon Sinek
📖 Radical Candor – Kim Scott
One More Thing…
If you found this helpful, please pass it along to other leaders (and encourage them to subscribe!).
If you’re ready to accelerate your leadership, I’d be honored to help. Visit gavinadams.com to explore my systemic approach to leadership development and schedule a 30-minute conversation.
If you’re a church leader, be sure to visit the Church Accelerator Community.
Leading With You,
Gavin Adams
