What separates thriving organizations from struggling ones? In my experience, it’s the synergy between colleagues that can either catapult an organization to success or hold it back. A closer look at high-performing organizations often reveals that their secret weapon isn’t revolutionary technology or unlimited resources—it’s their ability to build and nurture exceptional teams that work seamlessly together.
The DNA of High-Performing Teams
Recent Harvard Business Review research by LeStage, Nilsson DeHanas, and Gerend reveals five critical traits that set exceptional teams apart:
- Direction: A shared vision that acts as the organization’s North Star
- Discipline: Clear roles and decision-making processes that drive action
- Drive: Resilience that turns obstacles into stepping stones
- Dynamism: Agility to embrace and capitalize on change
- Collaboration: Trust and unity that transform individual brilliance into collective power
The truth is that placing talented leaders in a room doesn’t automatically create a team. Success emerges from sustained commitment to excellence.
Building Your Dream Team: A Four-Step Blueprint
Drawing from LeStage, Nilsson DeHanas, and Gerend’s framework for team transformation, here’s how to put these principles into action:
1. Commit and Invest
The journey begins with a fundamental declaration: teamwork is not just a “nice-to-have”—it’s a core organizational skill that demands intentional development. This commitment must go beyond words to include both time and resources.
Essential Investments:
Time: Schedule regular, protected slots for team development
- Monthly: Half-day team effectiveness sessions
- Quarterly: Two-day in-person gatherings
- Annual: Multi-day strategic planning and team building
Resources: Establish dedicated budget lines for:
- Team development programs
- Travel and accommodation for in-person sessions
- Tools and technologies
- External coaching when needed
Accountability: Create mechanisms to ensure follow-through
- Assign team champions for specific initiatives
- Build team metrics into performance reviews
- Track and report on team development progress
2. Hold Up the Mirror
In their Harvard Business Review article “The Secrets of Great Teamwork” (2016), Martine Haas and Mark Mortensen developed a helpful framework for team assessment. Their research shows that regular self-evaluation helps teams identify both strengths and areas for improvement, with low effectiveness scores often correlating directly with weak success conditions.
Take a moment to rate your team on these core criteria (1 = worst, 5 = best):
Team Effectiveness:
- Output: Are clients satisfied with our quality, quantity, and delivery?
- Collaborative Ability: Do our team dynamics enable effective cooperation?
- Individual Development: Are team members growing their skills and knowledge?
Success Conditions:
- Compelling Direction: Do we have clear, challenging, consequential goals?
- Strong Structure: Do we have the right mix of people and clear responsibilities?
- Supportive Context: Do we have necessary resources, information, and rewards?
- Shared Mindset: Do we have a strong identity and open information sharing?
3. Map the Journey
Your team’s journey to new collective behaviors must be owned by you—not delegated to HR or external consultants. Begin with this crucial question: “How do we need to work together as a team to help others achieve our strategy?”
Start by aligning your development plan with your business goals:
- Review your strategic objectives
- Analyze your team’s effectiveness
- Identify which gaps most impact strategy execution
For example:
- Leading a transformation? Prioritize building team dynamism
- Post-merger integration? Focus first on role clarity and discipline
- Market expansion? Emphasize collaborative decision-making
4. Maintain Momentum
The greatest challenge isn’t starting the journey—it’s sustaining it. Many teams fall into what experts call “the boom splat”: they align on priorities, launch with enthusiasm, and create ambitious plans… only to let it all fade away as “more important” work takes precedence. Don’t let your team development become another victim of competing priorities.
Here’s how to keep the momentum alive:
Regular Cadence:
- Monthly: Review team effectiveness metrics
- Quarterly: Conduct deep-dive assessments
- Annually: Refresh team charter and goals
Track Key Indicators:
- Time to decision
- Implementation success rate
- Team satisfaction scores
- Follow-through on commitments
- Meeting effectiveness ratings
When you inevitably face competing priorities, remember: team effectiveness isn’t just another initiative—it’s the foundation that makes all other work possible. With your foundation in place, it’s time to focus on the environmental factors that will sustain your team’s success over the long term.
Creating an Environment for Success
According to LeStage, Nilsson DeHanas, and Gerend’s research, the magic happens when you:
- Get Together: Prioritize in-person sessions as irreplaceable team-building opportunities. Invest in face-to-face gatherings as a priority; they’re worth every penny.
- Build Habits: Dedicate specific time slots in regular meetings for team learning. Whether it’s 15 minutes weekly or a full day quarterly, consistency matters more than duration.
- Be Opportunistic: Combat time scarcity by leveraging existing meetings for team development. Turn routine gatherings into team-strengthening opportunities.
- Stay Adaptable: Flex your team’s skills and behaviors as circumstances change. During crises, emphasize drive; during growth, focus on innovation.
- Make It Real: Practice team skills within actual business contexts. Use real strategic decisions as opportunities to strengthen constructive debate and active listening.
- Reinforce Learning: Create sprint teams between sessions to apply and reinforce new skills through focused after-action reviews.
- Measure Progress: Track your team’s journey with regular assessments at 6-12 month intervals. Celebrate victories and set new stretch goals.
- Share Openly: Model transparency by making goals public and sharing both successes and setbacks. Your openness will inspire other teams to embrace positive change.
The Bottom Line
In law firms and beyond, team excellence isn’t optional—it’s the force multiplier that determines organizational success. When colleagues truly work as one, they don’t just achieve goals—they inspire entire organizations to reach new heights.
Remember: Great teams aren’t born. They’re built through deliberate action, sustained commitment, and unwavering focus on collective success.
