High Performing Teams Framework : Piecing Together the Jigsaw Puzzle

Creating High Performing Teams isn’t as simple as it might seem and doesn’t come as naturally as what some may think. It’s like putting together a jigsaw puzzle.

Each piece must fit to reveal the complete picture. When one piece is missing or misplaced, the puzzle remains incomplete, so the business isn’t as efficient as it potentially could be.

It doesn’t matter if it’s a £100,000 or £100 Billion turnover business, these pieces form a foundation for the performance success of the business.

1. Vision, Mission & Core Values

If everyone is like me, I find the first step in putting together a jigsaw puzzle is to find the corner pieces before we start assembling the border. The corners are what defines the structure and the boundaries. Similarly, a company’s vision, mission, and core values are the cornerstones that help to create High Performing Teams culture within which the business and it’s teams operate. They establish a clear sense of direction and purpose, guiding the decisions, behaviour and actions to ensure alignment with the bigger picture.

Vision: This defines the long-term aspirations of the organisation. A strong vision inspires team members, aligns them with organisational goals, and serves as a guiding principle for decision-making.
Mission: The mission statement defines the organisation’s purpose and core objectives. It explains why the organisation exists and what it seeks to achieve daily.
Values: Core values establish the behaviours and culture that the team must uphold. These include principles like integrity, innovation, collaboration, and accountability. When team members share the same values, they work cohesively and maintain a strong organisational culture.

I would always advise to create these as a group in a Vision, Mission and Values Workshop where possible. Get everyone’s perspective. But most importantly, ensure that everyone in the business knows them, understands them and lives and breathes them. Especially the leaders.

2. Organisational Structure

Creating the right organisational structure help to promote clear communication, efficient workflows, and accountability. High Performing Teams need a strong and robust structure that works well together and makes objective and pivotal decisions.

Hierarchical vs. flat structures: Larger organisations often use hierarchical structures to establish clear chains of command, while smaller or agile teams may benefit from a flat structure that encourages faster decision-making and flexibility.
Clear roles and responsibilities: Defining roles ensures that every team member understands their function within the organisation and how they contribute to the overall goals.
Cross-functional teams: Encouraging collaboration between different departments enhances creativity and innovation, leading to better problem-solving and efficiency.

3. Business Goals & Objectives

Just like you would start with the most recognisable parts of a puzzle, setting clear goals and objectives give High Performing Teams an early sense of accomplishment. These milestones help break down complex projects into smaller, achievable pieces, keeping motivation high and progress measurable.

Setting clear and achievable goals ensures alignment and focus within the team.

SMART goals: Goals should be Specific, Measurable, Achievable, Relevant, and Time-bound. This framework helps teams set realistic and trackable objectives.
Short-term vs. long-term goals: A combination of short-term milestones and long-term objectives keeps the team motivated and ensures continuous progress.
Performance tracking: Regular performance reviews and feedback sessions help measure progress and make necessary adjustments to meet business objectives.
Alignment with company strategy: Business goals should align with the overall strategic vision of the organisation to ensure consistency and sustainability.

4. Policies and Standards

Policies and standards are like the puzzle’s edge pieces that keep everything within a framework and structured. They define the boundaries, ensuring fairness, consistency, and clarity. When policies and standards are well-defined, understood and enforced consistently, they create a stable foundation for teamwork, employee engagement and smooth operations.

However, if the policies and standards are just there as a tick-box exercise, this can cause discontentment amongst the team because they aren’t being applied.

Types of policies to consider are-

Workplace policies: These include guidelines on attendance, remote work, ethical behaviour, and professional conduct.
Performance standards: Establishing key performance indicators (KPIs) helps measure team productivity and effectiveness.
Compliance and legal requirements: Ensuring that policies adhere to labor laws, safety regulations, and industry-specific standards protects both the organization and its employees.
Accountability measures: Policies should outline consequences for non-compliance, ensuring fairness and consistency in enforcement.

5. Leadership Skills

As well as being a part of the puzzle, a puzzle comes together best when someone oversees its assembly, ensuring that each piece is placed correctly. Effective leadership provides the vision, support, and guidance teams need to operate cohesively. Strong management skills help navigate challenges, resolve conflicts, and keep the team aligned toward completing the bigger picture. It is also one of the most important parts of the jigsaw, sitting right at the centre, so without it the whole puzzle has a huge hole in it.

Examples of essential leadership skills that create a high performing team are-

Emotional intelligence: Understanding and managing emotions effectively helps leaders build strong relationships and foster a positive work environment.
Visionary thinking: A great leader articulates a clear vision and motivates the team to work towards it.
Decision-making skills: Making informed and timely decisions is essential for guiding the team through challenges and opportunities.
Conflict resolution: Addressing and resolving conflicts in a constructive manner ensures a healthy team dynamic and enhances collaboration.
Coaching & Mentoring: The ability to get the best out of employees by asking the right questions and guiding them.
Communication: One of the most important leadership skills that is often criticised. Good leaders communicate with their teams effectively.
Difficult conversations: A good leader has the ability to deal with challenging people and sensitive subject, and remains professional at all times.
Performance Management: A good leader can objectively identify and challenge poor performance, then provide constructive and candid feedback with being emotive.

6. Management Skills

The management skills are the hard skills that are needed to run the business. They are the skills that manage the processes, productivity, workflows and projects. Some examples of the hard skills are listed below-

Strategic planning: Managers must develop plans that align with business goals and allocate resources effectively.
Delegation: Assigning tasks to the right team members improves efficiency and empowers employees to take ownership of their work.
Time management: Prioritising tasks and setting deadlines ensure that projects are completed on schedule.
Performance monitoring: Regular check-ins, feedback sessions, and performance reviews help track progress and provide opportunities for growth.
Prioritising: Prioritising workload is a strong management skill. Being able to understand and balance the workload helps the organisation the become more efficient.
Problem Solving: Using a strategic method to facilitate a collaborative problem solving exercise, rather than just one person thinking of solutions.
Inventory Management: Keeping full control of inventory levels and supply chain to maximise value and reduce costs.
Housekeeping: Maintaining a high standard of housekeeping in the workplace to reduce health and safety risk.
Project Management: Basic project management skills help to manage the continuous improvement changes in the business.

7. Processes & Workflows

A jigsaw puzzle is easiest to complete when you can reference the image on the box. Processes and workflows serve as this guiding image, providing teams with a clear roadmap to follow. Well-structured processes and workflows ensure efficiency, prevent confusion, and keep the team moving forward in a coordinated manner. But what really makes a high performing team are fully documented and robust processes for every function within the business, then having role and responsibilities that work in tandem.

Having workflows that eliminate business waste, where there is minimal movement, downtime or waiting for other operators, helps to build a productive and efficient working environment where employees can work smarter not harder, and the team is set up to succeed.

Utilise the talent within the business to create, critique and problem solve the process and workflows. Those that perform the processes know the barriers better than anyone.

8. Health & Safety – Ensuring a Safe Puzzle Environment

You can’t complete a puzzle if the pieces are damaged. Similarly, a safe and healthy work environment ensures that employees can perform at their best without risks to their well-being. Prioritizing workplace safety protects both individuals and the team’s overall productivity.

Workplace safety policies: Organisations must establish a policy for emergency preparedness, hazard prevention, and safe working conditions.
Workplace layout: Proper workstation setups that minimise travelling and movement allow employees to succeed.
Employee training: Regular health and safety training sessions ensure that employees are aware of potential risks and best practices.
Sufficient PPE: Ensures that employees are protected from injury risks.
Maintenance: To ensure that equipment and machinery is fit for purpose and serviced regularly.

9. Employee Engagement

Employee engagement is a key driver of High Performing Teams. Organisations should invest in professional development, recognise achievements, and foster a culture of feedback and collaboration. Each one of the 8 points listed above has an effect on Employee Engagement if it hasn’t been done correctly.

Summary

Creating High Performing Teams isn’t as simple as it might seem and doesn’t come as naturally as what some may think. It is like solving a challenging jigsaw puzzle. Each piece, whether it’s leadership, communication, or health and safety, plays a crucial role in creating the full picture of success. By thoughtfully aligning these elements, organisations can build cohesive, motivated, and results-driven teams ready to tackle any challenge that comes their way.

If you would like to know more about how we support businesses and help to implement the pieces of the puzzle, contact us using the link below –