Build High Performing Teams

High performing teams consulting

All leaders strive to build high performing teams, yet many struggle or don’t know the best way to approach doing so. A high performing team is one that works together and uses their combined talents to achieve a unified goal. These teams communicate effectively, strive, innovate, and build trust. One of the key classifications of a high performing team is their ability to produce superior end results. Those who are on high performing teams are committed to one another through a strong bond of trust, as well as being committed to achieving both individual and organizational goals. Leaders must strive to build high performing teams in order to outpace their competition and build a positive reputation.

Clear Communication

To build high performing teams, you must strive to have transparent communication. This includes reviewing your organization’s communication strategy. By aligning your mission, vision, purpose, values, and goals through clear and effective communication, you do two things. First, you tell all future potential employees what your organization is about, which could help attract the right minds for your team and open positions. Second, you help your current team understand how they fit into the organization’s mission, vision, purpose, values, and goals. When your team clearly understands their own as well as others’ roles and responsibilities and how everyone aids in supporting the organization, you lay the foundation for a high performing team.

Additionally, leaders must strive to have clear, effective, and positive verbal and written communication. If leaders do not communicate in this manner, they run the risk of instilling confusion which can lead to distrust and high turnover. While communication mistakes happen, leaders must always check for understanding and context to ensure all parties concerned are on the same page and moving in the same direction towards the shared goal. Without clear and direct communication, teams run the risk of getting off schedule, having scope creep or added work, producing low quality results, and potentially failing.

Shared Purpose

When each individual employee feels a connection to the organization’s mission, vision, purpose, values, or goals, that employee will strive. When building high performing teams, leaders must be mindful to rally the team around these shared purposes. When and if this happens, teams that are excited and driven to perform their purpose in the name of the organization for clients or customers will innovate more creatively and produce work at a higher quality and volume. Additionally, it builds team camaraderie, which also enhances team positivity, productivity, and motivation.

When teams share a purpose through shared values, it’s easier to set S.M.A.R.T. goals and achieve them. However, setting S.M.A.R.T. goals will require clear and effective communication. Building high performing teams requires an understanding of each member and their role, as well as the goals being set. Without this understanding and taking the time to make goals S.M.A.R.T., teams may become distracted, engage in groupthink, or lose motivation if they don’t understand.

Continuous Growth

Investing in your team to develop their skills is an excellent way to build high performing teams. One way to increase your teams’ communication and compassion is to give them either an affective assessment (like, DiSC Workplace or WHY.OS) or a conative assessment (like, Kolbe). IA Business Advisors is proficient in helping teams, both individuals and Individuals, understand how their mind operates and how they relate to the other minds on their team by administering DiSC Workplace and Kolbe assessments. With assessments like these, your team will come to understand the “why” of their teammates and how to connect or communicate with them effectively. They will also understand themselves better, equipping them with the tools needed to strive.

Additionally, providing further opportunities for education that aligns with your organization’s mission, vision, purpose, values, and goals will build high performing teams. This can be done through classes online, webinars, networking events, or hands-on experience working with a mentor. Be sure to be equitable in your offerings to develop your team. Some may have more experience than others and may not require as much additional training, while others may be new and green to the field. If you are committed to building high performing teams, you will ensure everyone receives equitable growth opportunities. This helps keep everyone striving equally towards the same goals.

Diversity and Inclusion

Several studies have demonstrated the benefits of supporting diversity and inclusion in the workplace, including increasing your bottom line, promoting creativity and innovation, attracting the best and top talent, and reflecting your organization’s consumer or client base. While many researchers state that diversity and inclusion are separate and don’t have to be together, IA Business Advisors disagrees. Without inclusion, you will not keep diverse talent. Without inclusion, your organization could experience high employee turnover. To build high performing teams, you must focus on both diversifying your workforce and being inclusive of all members of your team.

When you have an inclusive culture, that culture builds trust in your team. When employees feel that they can trust their leaders and their organization, they feel more comfortable bringing their full and authentic selves to work. This is exactly what you want. With people feeling comfortable, ideas flow, creativity sparks, and voices are not silenced. When organization’s value inclusivity, they build high performing teams capable of working in unison towards their shared goals. Without inclusivity, your teams could become susceptible to groupthink which stunts creativity, innovation, and productivity.

Conclusion

Leaders need to take time and care to build their high performing teams. It requires clear communication, analysis of team members, aligning goals and values, investing in continued growth, and promoting diversity and inclusion. When building your teams, look for qualities that complement each other rather than reflect each other to gain maximum productivity, creativity, motivation, and innovation benefits. This avoids teams becoming stuck in groupthink and ensures diverse thinking minds are brought together in pursuit of the common goals. This may require you to have a full understanding of how your team operates. IA Business Advisors can provide DiSC Workplace and Kolbe assessments to help you better understand yourself, your team, and how your team works together. Contact us today to start this process and build your high performing teams.

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How to Mitigate Financial Risk Using the S.M.A.R.T. Management System

June 9, 2025

In an increasingly volatile economy, businesses cannot afford to be reactive when it comes to their finances. Whether you're a startup founder, a growing enterprise, or a seasoned business owner, the risk of financial instability is real—and growing. At IA Business Advisors, we help companies proactively navigate these risks using our comprehensive S.M.A.R.T. Management System . S.M.A.R.T. is more than just a goal-setting acronym. It is a decision-making and execution framework that brings clarity, structure, and alignment to every part of your business. From six-week action plans to one-year targets and long-term strategy, S.M.A.R.T. ensures your financial operations support healthy growth and resilience. Understanding Financial Risk in Today’s Business Climate Financial risk is multifaceted. It ranges from cash flow disruptions and market shifts to internal mismanagement and over-leveraged growth. As Brian Smith shared on a recent Daily Influence podcast episode, unchecked growth can drive a company into bankruptcy. Scaling without intention—chasing fast growth without aligning the internal team and financial resources—leads to diluted communication, quality issues, and operational chaos. Mitigating financial risk begins by understanding that more revenue doesn't always equal more stability. True sustainability comes from building systems that support intentional, well-paced growth. The S.M.A.R.T. Framework in Action: Reducing Financial Risk Our S.M.A.R.T. Management System guides businesses in creating resilient, financially stable operations through: 1. Specific: Build with Intentionality Clarity is power. One of our podcast guests, Mike Heatwole (CEO of The Dala Group), emphasized the importance of sitting down to define what matters most—whether that’s paying down debt, investing in growth, or launching a new venture. When your financial goals are specific, your strategy becomes targeted and less prone to reactive decision-making. “If we don’t know what the goal is, how do we get there?” — Mike Heatwole, CEO of The Dala Group 2. Measurable: Track What Matters Many companies are blindsided not by invisible risks, but by unmonitored ones. We help clients implement tools to track cash flow, margin fluctuations, and budget variances in real time. Visibility into your financial health gives you the power to respond early and course correct as needed. 3. Achievable: Assign Financial Stewardship Risk is reduced when financial responsibility is distributed. Through teamwide financial literacy and clear accountability, we empower organizations to make stronger daily decisions. No individual person should carry the entire burden—and no key area should go unmonitored. 4. Relevant: Make Risk Management a Habit Quarterly or biannual financial health check-ins create a sustainable rhythm. These don’t have to be complicated—they just need to be consistent. Regular reviews embed risk awareness into your company culture and decision-making process. 5. Timely: Foster Honest Dialogue Financial silence is a hidden threat. As Brian noted on the podcast, emotions like fear or shame can prevent businesses from facing financial realities. We encourage honest, blame-free communication around financial performance, creating space for solutions and collective action. Case in Point: Short-Term Action, Long-Term Impact One of our clients, a family-run distribution company, had strong revenue but was bleeding cash due to aging receivables. Together, we built a six-week S.M.A.R.T. Plan focused on accounts receivable recovery. We implemented weekly check-ins, assigned ownership, and used real-time tracking. Within 90 days, their outstanding A/R dropped by 22%, freeing up capital and restoring operational confidence. It’s Never Too Late to Get Financially Intentional Many leaders in their 40s, 50s, or 60s worry they’ve waited too long. But as Mike Heatwole wisely shared: “It’s never too late. Just get started. Do something.” Progress—not perfection—is the goal. Start small. Build momentum. Take the next best step. This mirrors a concept we love from The Gap and The Gain by Dan Sullivan: measure progress based on how far you've come, not just how far you have to go. Final Thoughts: Make Financial Stability a Strategy Mitigating financial risk isn’t about a dramatic overhaul. It’s about consistent action, visibility, and intentional decision-making. With the S.M.A.R.T. Management System, IA Business Advisors helps businesses turn risk into clarity, fear into focus, and instability into opportunity. If you’re ready to start, we’re ready to help. Let’s have a conversation about what matters most to you—and build from there.

Enhancing Interpersonal Relationships for Toxic Workplace Recovery

May 29, 2025

Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.