Developing High Performing Leadership Teams

Developing high performing leadership teams will substantially benefit your business: teams that work successfully together achieve greater productivity and profitability.

The quality of a team’s performance is one of the best predictors of organisational success. Businesses that understand this and commit to building high performance teams are those most likely to thrive in challenging times.


No matter how large or small your organisation, if you want to improve performance; create and maintain competitive advantage and achieve greater productivity, profitability and success then building high performance teams is the first step.


In successful teams, individuals need to move beyond the view that the success of “me” is the most important factor. Instead, they need to focus on the need of the business and how to achieve success collectively. Through working with teams across a wide range of sectors and geographies we have found there are a number of characteristics that high performing teams have in common. These teams typically:

– Enjoy a clearly defined common purpose and goal.

– Share leadership beyond position and hierarchy and work collaboratively.

– Are goal-focused, but also prioritise team relationships and camaraderie.

– Engage in real conversations, are active listeners and encourage robust and open discussion.

– Share responsibility for process, relationships and group dynamics and follow through on actions.

– Take collective responsibility for mistakes and difficulties.

– Achieve targets and recognise collective, as well as individual contributions to achievements.

– Review projects critically, learn from mistakes and celebrate successes.


Drawing on the Integral model developed by Ken Wilber (A Brief History of Everything, 1996) IECL ensures that the team finds a new level of internal stability and external equilibrium at a higher level of consciousness. This Whole Systems approach to change in an organisation is achieved through a combination of elements including diagnostics, tailored development workshops, programs that focus on self-awareness, behavioural authenticity and group cohesion. It is also achieved by making changes to the organisation’s policies, systems, procedures and structures of governance so they reflect the values and behaviours of the desired new level of consciousness.

Blog: Building High Performance Teams: A Formula for Organisational Success

By Julie Parkinson, Director

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