Building a high-performing team is every manager’s goal, but the key to achieving it might not be what you expect. In a recent conversation with leadership expert and bestselling author David Burkus, we explored the fundamental elements that shape a team’s success.
According to David, talent alone doesn’t create a great team—the team itself creates the talent. By focusing on culture and how the team collaborates, managers can unlock the full potential of each person and drive sustained performance.
Talent Doesn’t Make the Team—The Team Makes the Talent
Many leaders believe that hiring the most talented individuals is the secret to success. However, David challenges this assumption. He explains that while talent is important, it’s the team environment that determines how well individuals can apply their skills. If a team culture is toxic or disorganized, even the most capable employees will struggle to perform at their best.
In fact, David notes that when a team member is struggling, it’s often not due to a lack of knowledge or skill, but more likely a problem with the culture or system. He recommends managers focus on fostering an environment where team members feel supported, valued, and empowered. This includes building trust, providing resources, and setting clear expectations for collaboration.
Three Core Elements of a High-Performing Team
Through extensive research, David identified three fundamental characteristics that high-performing teams share:
1. Common Understanding
A strong team operates with a shared understanding of roles, responsibilities, and expectations. This means that each team member is clear on their own tasks and how their work fits into the larger mission. Clarity not only minimizes confusion but also builds empathy, as employees recognize and appreciate each other’s style, perspective and contributions.
David encourages open discussions about work preferences, strengths, and areas where support is needed. This can be done by asking four simple fill-in-the-blank questions:
I'm at my best when…(think of what strengths you use, what environment you work best in, what activities you love doing, etc)
I'm at my worst when…(think of what bores you, what you struggle with, etc)
You can count on me for…(think of what others have relied on you for, where you show up strong, etc)
I need support with…(think of what others can do to help you, where you have historically needed help, etc)
2. Psychological Safety
Teams thrive when members feel safe to express ideas, share concerns, and admit mistakes without fear of retaliation. Psychological safety fosters innovation and encourages employees to take risks that can lead to breakthrough solutions.
One of the most compelling examples David shared was the story of Alan Mulally, former CEO of Ford Motor Company. When Mulally took over, Ford was in crisis, with a toxic leadership culture and massive financial losses. Instead of immediately replacing executives, he focused on transforming the team culture.
By instituting new norms—such as weekly status meetings, psychological safety measures, and collaborative problem-solving—Mulally helped his team shift from a blame-driven culture to a solutions-oriented one. This shift not only improved morale but also led to one of the most remarkable business turnarounds in history.
Specifically, David noted that when a senior leader shared that his division was in serious trouble, Mulally praised him for speaking up and engaged the group in collective problem solving. It is this type of positive reaction that signals to the team that they can share openly and it will be received with support.
As managers, we must keep asking for vulnerability and when it finally comes, respond with praise for speaking up.
3. Pro-Social Purpose
A high-performing individual is motivated by more than traditional compensation or individual purpose. Specifically, David’s research elicited the importance of pro-social purpose. In short, employees who understand how their work impacts others, whether colleagues, customers, or the broader community, tend to be more engaged and committed.
To go beyond effort, results and organizational purpose, David recommends we offer praise that connects appreciation and impact on people. The magic formula is simple: Thank you so much for your effort. Here's the impact it had on me, the team, the company, etc.
Cultivate Culture to Sustain a High-Performing Team
High-performing teams don’t happen by accident—they are intentionally cultivated again and again. Culture isn’t something you do once and then move on. It must be reinforced in order to stay strong.
As David highlights, talent alone is not enough; it’s how a team operates that determines its success. By focusing on these core elements, managers can transform their teams into collaborative, motivated, and high-achieving groups.
Listen to the entire episode HERE to learn more about building a high-performing team culture with David Burkus
Keep up with David Burkus
- Follow David on LinkedIn here
- Subscribe to David’s YouTube channel here
- Grab a copy of his book Best Team Ever! Here
Free PDF Guides for Manual of Me and Team Charter
David is providing members of Podcast+ with two guides - The Manual of Me and Team Charter which he speaks about in the extended episode.
Originally conceived by Ben Dattner, Manual of Me is a really useful tool for showing people how they can best work with you.
The Team Charter is a living document that will be used to develop shared understanding and expectations about working together as a team moving forward.
To get this guest bonus and many other member benefits, become a member of The Modern Manager Podcast+ Community.
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The Modern Manager is a leadership podcast for rockstar managers who want to create a working environment where people thrive, and great work gets done.
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