Developing a High-Performance Team Is Essential To A Leader’s Success

Guest Post by Chris Sier

Our business environment is constantly evolving, requiring we sift and think through enormous amounts of information to make crucial decisions that impact our organizational goals. However, a leader cannot do this alone.

A challenge that faces my leadership clients is developing a highly motivated team and utilizing their team’s strengths and insights in fine-tuning strategies in developing and implementing action plans. They also require a high-performance team that can adapt to changing conditions, be innovative, and produces quality results.

To develop a high-performing team, a leader must ensure clear goals align with corporate vision, develop their team’s trust in the organization’s direction, and create a feeling of psychological safety to achieve a high level of collaboration, creativity, and innovation.

The following is a list of questions my clients and I use to formulate and communicate their vision succinctly and provide a space for collaboration, creativity, and innovation to flourish.

Creating a Vision/Direction

  • What problems does my organization need to solve that support the corporate vision?
  • How can I communicate my vision, strategy, objectives, and standards in terms my team clearly understands?
  • What needs to change to achieve our vision?
  • What can we do differently to achieve our vision?
  • What changes am I looking for to achieve our vision?
  • What message do I want to convey to my team?

Building Trust

  • How can I inspire and motivate my team to achieve our organization’s goals?
  • How can I develop trust and credibility with my team?
  • How can I be more vulnerable and transparent with my team?


  • How can we determine a solution when we haven’t defined the problem?
  • How well does our team work together?
  • What are other ways to think about this issue?
  • What would be the best thing to do right now?
  • Don’t assume; ask, “What do you mean?”
  • What else can you say about that?
  • What is the evidence?
  • What don’t I see?
  • How can we apply what we have learned?
  • How can I communicate to the corporation my team’s achievements?

Team Building 

  • How can we use individual team member’s strengths to increase our performance?
  • How can I develop a good relationship with each team member?
  • What do I need to do more to be more effective as your leader?
  • What do I need to do less to be more effective as your leader?
  • What should I continue to do to be more effective as your leader?
  • What do you need from me to achieve your goals?
  • How comfortable is my team with disagreements?
  • What resources do you need to do your job?
  • How can I support you in doing your work?
  • What kind of learning do you need to do your job?
  • Would you like my help in solving this problem?
  • How should we celebrate our successes?

Asking yourself these questions periodically can help you develop or energize a highly motivated and engaged team that not only achieves but exceeds expectations.

Chris Sier


Chris Sier is an Executive and Career Management Coach, supporting her clients to become the person they want to be, uncovering their untapped potential, and achieving those challenging goals they thought were too difficult or impossible to attain. You can connect with Chris @


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