What is one important lesson you have learned about building and managing high-performing teams? What is your top advice for creating a positive and productive team environment?

Question

Building and managing high-performing teams can seem like a daunting task, but gaining insights from seasoned professionals can make it more approachable. In this Q&A, CEOs, Founders, and an Executive Coach share their top lessons learned. From setting clear expectations to cultivating accountability, trust, and transparency, these experts provide eighteen invaluable insights. The article begins with advice on setting clear expectations and concludes with warnings about the slippery slope of low performance.

Justin McLendon · Answer

One of the main lessons I learned through my experience building and leading high-performing teams is the benefit of setting clear expectations combined with constant support. For me, during my early days of leading, I began to understand that even the best of us could fail when we are unclear about what we are supposed to do or when we did not feel supported. Delivering clarity about what's expected, who's responsible, and the team's overriding mission is important to success but so is providing an environment where people feel empowered to perform.
To encourage this equilibrium, my priority is open dialog, and ongoing feedback. For instance, I have weekly one-on-ones with every team member to check in on their progress, talk about any blockers, and ensure that we align on priorities. Not only does this open the lines for me to gauge what they need but it also allows them the opportunity to feel heard and important. Sharing expectations and feedback openly removes ambiguity while building trust.The single best thing you can do to improve your team dynamic, in my opinion, is to acknowledge and celebrate individual contributions.
Recognizing individual strengths also has a crucial role in team dynamics, acknowledging what each person has to offer helps in maintaining morale and motivating everyone to contribute fully. I also encourage teamwork by creating an environment where team members help and learn from each other. This fosters camaraderie and makes sure challenges are faced as a team and not carried individually.
And finally, I strongly believe in leading by example. I hold myself to modeling accountability, transparency, and respect, if that is what I expect to all individual contributors on the team. The Leonine Rule: Teams will mimic the attitudes and habits of their leaders, so lead by example.My advice to those leading a team: Bring structure but also empathy. Define clear objectives, give your team what they need to succeed, and cultivate an environment where everyone feels positive and valued. People are more likely to stay engaged and succeed as team members when they know their work is important, and they have support in applying themselves.

Jennifer Frigault · Answer

The biggest lesson I've learned about building and managing high-performing teams is that success is grounded in cultivating a culture of accountability, trust, and transparency. While leadership sets the tone, the team's own commitment to these values drives performance. High-performing teams don't just happen—they are intentionally developed, and creating a space where people feel valued and supported, both personally and professionally, is key.
Build Relationships Beyond Work: Encourage team members to genuinely know and care about one another. Celebrate personal milestones—like buying a home, having a baby, or achieving a personal goal—as these moments provide glimpses into the person behind the professional. This is especially important for dispersed or virtual teams, where personal connection often requires intentional effort.
Establish a Culture of Mutual Trust: Foster a work environment where trust flows in all directions—up, down, and across. Leaders can model this by being transparent about decisions, open to feedback, and consistent in their actions. Team members should feel safe to voice ideas, admit mistakes, and take calculated risks, knowing they have the support of the team. They should also feel comfortable asking for help.
Hold Each Other Accountable: High-performing teams hold themselves to high standards, ensuring that everyone delivers on commitments. Accountability shouldn't just come from the leader; it should be a shared value among all team members, creating a sense of collective ownership. Tactics like holding a "blameless debrief" after a recent project delay or failure are one way to encourage this behavior.
By creating an environment where personal connections and professional trust are core values, teams work together toward mutual success and support one another in achieving it.

Tzvi Heber · Answer

Trust and accountability, one of the most important lessons I learned about building and managing high-performing teams. High-performing teams work exceptionally well in an environment in which team members feel trusted to get the job done while being accountable to one another and the organization's common objectives. This combination fosters a culture of independence and drive, but one that stays attuned to the overall mission.
To create this environment, I emphasize clarifying roles, expectations, and goals. When team members understand what is expected from them and how their contributions serve the interests of the team, they are better positioned for success. I believe in open and honest communication and create an environment where team members can feel safe to express their ideas, concerns, and seek help without fear of judgment. Your team members know more things, and this will help you earn their trust, and they will feel that their contributions are valued. Another important thing we have is celebrating individual and team achievements. Recognizing hard work and wins, with anything from a thank-you to a team-wide event, promotes a positive environment and maintains morale. And it encourages all of us to keep working hard.
My number one tip about fostering a productive and positive team culture is to put as much emphasis on relationships as you do on results. Invest the time in getting to know what inspires each team member, their strengths, and their challenges. Take a real interest in their development as people and professionals. Investing in individual team members fosters strong connections with one another that create a better collaborative environment and more effective, higher-performing working relationships.
Strong teams rely on trust, clarity, and shared mission. This leads to great results because when you build an environment in which people feel valued, supported, and aligned on meaningful goals, you free their potential and develop great results. This has characterized my leadership style and is a key approach that helps me lead teams today.

Timothy Brooks · Answer

A key lesson I have taken away from building and managing high-performing teams is the importance of creating a culture of trust and collaboration. A team's ability to operate at a high level is predicated on how effectively its members communicate, offer support to each other, and feel empowered to take ownership of the work they do. Trust is the bedrock of this dynamic working.
Each person on the team should know what their job is, how it ties into the overarching goals of the organization, and what value they add. When people operate from a place of clarity and know what they are aiming for, it increases engagement and motivation. Regular check-ins help make sure everyone is on the same page and that they feel supported in their efforts.I always encourage open communication. Fostering an environment in which team members feel free to suggest ideas, ask questions, and provide feedback is imperative. This encompasses structured opportunities like team meetings and unstructured conversations. The teams that report to me know that they have a seat at the table, and that their ideas and input matter.
The other is to recognize and celebrate accomplishments. Celebrating individual and team achievements lifts morale and fosters a culture of appreciation. You should celebrate little wins and big achievements. This enables team members to become aware and appreciate their efforts.
I promote growth over comfort. High-performing teams excel when challenged and supported to acquire new capabilities. Opportunities for professional development, mentoring, or learning new tactics can keep the team motivated and forward-thinking.
My most salient takeaway is simply: trust, communication and a shared sense of purpose. Take time to invest in your team, both as a group and as individuals. Ensure that they are aware that their efforts count and that they work in a safe space to perform. When people feel supported and plugged into the mission, they want to strive for amazing results together.

Garrett Diamantides · Answer

One key learning from my years of building and managing high-performance teams is the importance of encouraging psychological safety. A culture where team members feel safe to share ideas, take risks and speak up without fear of judgment or retaliation provides a foundation for trust and collaboration. Such an environment fosters the key ingredients for performance, innovation and problem-solving, and respect for each other.
For instance, I've prioritized building open lines of communication by consistently asking for feedback and truly hearing my team out. In team meetings, I communicate that all contributions are welcome and that mistakes are learning opportunities, not reasons to point fingers. They feel trusted and in turn, they want to take responsibility for their part in the project. If there's one piece of advice I have for forming a positive and productive team, it's to lead with empathy and clarity. Experiment with familiarizing yourself with the different strengths, motivations, and challenges for each team member.
Recognize their contributions, celebrate their achievements, and give constructive feedback that continually pushes their growth forward. Set clear goals and a common purpose for your team so that they are aligned in working towards a common goal. Encouraging collaboration through shared goals and mutual accountability is another essential practice. Give team members chances to collaborate, brainstorm and help each other. Not only does this help build relationships to do better work, but it also contributes to better outcomes by taking advantage of the diversity of thought and skill sets in the team. To maintain peak performance, invest in the professional development of your employees and offer them mentorship opportunities.
Increased engagement and commitment: Employees who feel valued and see a clear path for advancement within the organization are more engaged and committed to their work. The lesson I learned is high-performing teams are founded on trust, communication and a common vision. You can achieve amazing results as you exercise the full potential of each person by establishing an environment where people feel supported and empowered.

Joshua Zeises · Answer

Trust and communication are at the center of so many things I have learned over the years about building and managing high performing teams. If trust is not present, no amount of top talent will lead to productive collaboration or ownership of the work. I learned very early on my leadership journey that developing a culture of open and candid conversations and building meaningful relationships within the team were every bit as important as defining goals and delivering results. I focus on transparency and inclusivity in decision-making to build trust. I try to explain not just the "what," but the "why" behind decisions so that everyone is aligned with the bigger picture.
Fostering an environment of open dialogue during team meetings and actively soliciting input at every level make team members feel appreciated and listened to. I also follow up on my commitments, reinforcing that I am reliable and that their contributions are valued. The other essential part of driving high-performing teams to success is identifying and utilizing each person's strengths. I talk with team members often to understand their goals, both personal and professional, and to make sure they are in positions that excite and challenge them. I provide a space for students to feel fulfilled and engaged, by tailoring opportunities to their unique abilities and interests.
To create a positive and productive team environment, my number one piece of advice would be to create a culture of mutual respect and accountability. This begins with clear expectations and consistent, constructive, and positive feedback. Celebrate victories, big or small, and help your team members understand that their contribution is part of the overall success of the organization. Lastly, invest in your team, give them training and give them a chance to grow. If people feel supported and appreciated, he said, they are motivated to do their best work and remain engaged in common goals. So, by developing a culture based on trust, open communication and enabling individuals to take charge, you will encourage a team to achieve goals beyond expectations and create long lasting success for the team and the whole organization.

Ronald Osborne · Answer

One crucial lesson I've learned about building and managing high-performing teams is that clear communication and aligned values are nonnegotiable. Over the years, I've seen teams falter when expectations were vague, and I've watched them thrive when everyone understood the mission and their role in achieving it. Early in my career, when I was running my telecommunications company, we grew rapidly to 30 employees. At one point, I noticed a drop in productivity despite the team's technical competence. I realized we lacked clarity around our goals and processes. I implemented structured team meetings, transparent KPIs, and one-on-one check-ins to align individual goals with the company's mission. Within months, we saw a measurable increase in efficiency and morale, which translated to record revenue growth. That experience cemented my belief in the power of communication as the foundation of any successful team.
My top advice for creating a positive and productive team environment is to combine accountability with empowerment. Teams perform best when they feel trusted to take ownership of their work but are also held to a high standard. For example, during a business coaching engagement with a struggling firm in the UAE, I introduced a system where employees had autonomy over how they tackled their tasks but were required to present weekly progress updates. This approach not only improved their output but also fostered innovation and pride in their contributions. My qualifications in finance and business strategy allowed me to identify the inefficiencies quickly, and my coaching experience helped the leadership team build trust and foster collaboration. The result was an increase in team productivity within six months. Empowering people while holding them accountable is what transforms good teams into great ones.

Ryan Miller · Answer

I've found that the most successful teams I've led weren't necessarily the most talented, but the ones where everyone clearly understood how their work impacted the bigger picture. When we launched our latest product, we started having weekly show-and-tell sessions where team members could demonstrate their progress and explain how it helped our customers. This simple practice boosted motivation and collaboration more than any formal team-building exercise we'd tried before.

Tyler Bowman · Answer

The best things I have learned throughout my years of building and scaling high-performance teams are trust and communication. Even the most skilled team will stall without trust, and even the greatest intentions will go awry without transparency in communication. It takes work to build these two things, but it's so worth it.
To build trust, I set the stage for team members to feel valued and supported. That means being open about goals, challenges, and expectations and fostering an open dialogue. Where I actively listen to my team and demonstrate that their input is heard and acted upon when it makes sense. Remind people our voices matter, we are more invested in the team's success.The most important tip I can give you to create a positive and productive team dynamic is to lead by example and to promote collaboration. As a leader, I demonstrate accountability, respect, and a willingness to learn. When you are encouraging collaboration, you are breaking down silos and making sure that team members think of themselves as part of one effort instead of isolated contributors. One of the ways I cultivate this is through regular team meetings where I celebrate wins, discuss challenges we are facing and align on what our priorities should be so that everyone is on the same page.
I also believe in noting down professional growth. Supporting skill development not only increases the skills of your team, but it also demonstrates that you are invested in their success. Complement it with reasonable and appropriate acknowledgment to individual and team performance so that these desirable actions/behaviors can be reinforced and you encourage consistent actions all through.
I would recommend that those of you wanting to build high-performing teams begin to do so with a focus on trust, communication, and collaboration. Communicate expectations, invest in your people and make sure each member of your team feels like they are an important part of the mission. Every time these components fall into place, you build a group that is productive in sponsoring from high firewalls to accomplish the targets.

Bruno Reich · Answer

My most valuable lesson in team leadership stems from prioritizing psychological safety above performance metrics. I discovered that team members excel when they feel secure sharing ideas and concerns without fear of judgment. This approach transformed our team dynamics, leading to increased innovation and better problem-solving.
Building a productive team environment requires consistent recognition of individual contributions while maintaining clear expectations. I implement a weekly practice where team members highlight their colleagues' achievements during our meetings. This simple act fosters mutual respect and collaboration. Additionally, I set specific, measurable goals with the team's input, which creates shared ownership and accountability for our collective success.

Patrick Carver · Answer

I've learned that transparency is absolutely crucial when building high-performing teams - especially after seeing how a previous project almost derailed due to unclear expectations. I now start every Monday with a 15-minute team huddle where we openly discuss our weekly goals and any roadblocks we're facing. My best advice is to create an environment where team members feel safe admitting mistakes and asking for help, as this builds trust and prevents small issues from becoming big problems.

Hanna Kanabiajeuskaja · Answer

I recently discovered that regular one-on-one coffee chats with team members reveal way more insights than formal meetings ever could. Last month, during one of these casual conversations, a quiet team member shared an innovative solution to our inventory tracking issues that ended up saving us hours each week. I've made it a habit to schedule these informal check-ins at least twice a month with each team member, focusing more on listening than talking.

Joshua Odmark · Answer

Building diverse teams is crucial for success, but I learned it's not just about different backgrounds - it's about how people think differently. Last year, I paired a data-driven analyst with a creative marketer on a campaign, and their different approaches led to our most successful launch ever. I now deliberately mix up thinking styles when forming project teams, which has boosted both innovation and problem-solving in ways I never expected.

Dan Ponomarenko · Answer

At our tech sales company, I discovered that mixing up team pairings for projects helps break down silos and build stronger relationships - we started rotating partners monthly and saw collaboration improve dramatically. I always tell new managers to spend more time listening than talking during team meetings, since I've noticed this makes everyone feel more valued and eager to contribute.

Justin Belmont · Answer

One key lesson I've learned about building high-performing teams is that trust trumps talent. You can hire the most skilled individuals, but without trust, collaboration falls apart. A team that trusts each other-and their leader-can solve problems faster and innovate more effectively.
My top advice? Lead by listening. Create a culture where feedback flows freely and ideas are valued, not shot down. It's amazing what people will accomplish when they feel heard and supported. Bonus tip: Don't underestimate the power of celebrating small wins-it keeps momentum high and morale even higher.

Grigory Silanyan · Answer

The most important thing is to choose the right people. I am not talking about hiring the best in terms of technical skills, I am talking about "good" people. An average skilled person who communicates clearly, is passionate about what we do, and brings positive energy to the team is far more valuable than a top-level developer who lacks communication skills and enthusiasm for the project. By selecting people who care, are willing to learn, and contribute to a supportive team dynamic, you set yourself up for success and significantly reduce stress in the process.

Angela Heyroth · Answer

People are wired to rise to the highest level of trust you show in them, to be worthy of what you've shown you think and believe in them. So, show people you trust them and watch performance and productivity skyrocket (and a bonus - engagement will rise too). Or, control their work and decisions and watch disengagement, lack of innovation, low performance, and turnover take over your organization.

Ben Grimwade · Answer

One important lesson that I've learned is that a team will drop to its lowest performer. If you allow one person to "get away" with things that you wouldn't expect the others to do, you are on a slippery slope to low morale and an underperforming team.
My top advice for creating a positive and productive team environment is to schedule fun. That doesn't sound great. Scheduled fun. But time has a way of slipping by and soon you realize you haven't done anything fun for 6 months and the team is not feeling bonded or has high morale. Enter in recurring meetings for quizzes, games, off-site activities so that you know they will happen.

18 Lessons for Building High-Performing Teams in Business Operations

18 Lessons for Building High-Performing Teams in Business Operations

Set Clear Expectations and Provide Support

Cultivate Accountability, Trust, and Transparency

Trust and Accountability Foster Team Success

Foster Trust and Collaboration

Encourage Psychological Safety

Build Trust Through Communication

Combine Communication and Aligned Values

Understand Work's Impact on Bigger Picture

Trust and Communication Are Essential

Prioritize Psychological Safety

Transparency Prevents Issues

Informal Chats Reveal Insights

Diverse Thinking Boosts Innovation

Rotate Partners to Improve Collaboration

Trust Trumps Talent

Choose People with Positive Energy

Trust Elevates Performance and Productivity

Avoid Slippery Slope of Low Performance