{"id":31566,"date":"2025-09-04T22:16:43","date_gmt":"2025-09-04T22:16:43","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/personal-development-leadership-professional-certificate-2\/lessons\/lesson-1-4-steps-of-high-preforming-teams-2\/"},"modified":"2025-09-04T22:16:43","modified_gmt":"2025-09-04T22:16:43","slug":"lesson-1-4-steps-of-high-preforming-teams-2","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/sample-course\/lessons\/lesson-1-4-steps-of-high-preforming-teams-2\/","title":{"rendered":"Lesson 1: 4 Steps of High-preforming teams"},"content":{"rendered":"

\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Lesson 1: Describing futures with clarity<\/h2>\n

High-performing teams 4 stages
\n<\/h3>\n

The process of creating and leading high-performing teams is quite straightforward honestly, we’ve explained it in 4 stages that you should pay extra attention to<\/h5>\n
\n\n\t\t\t\t\t Talent selection
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

The cycle of the high-performance team always starts with talent selection. Selecting the right talent requires you to understand what you are looking for. What would be the best interpersonal and technical competencies that the team member requires to have so you would consider them high performers?<\/h5>\n
The selection of talent might be simply because you, as a leader, think that it’s just a simple recruitment job but it’s neither simple nor just a recruitment request. You need to be on top of this process, you need to set the pillars of where should the recruitment look and what should they exclude in their search if you want to hand-pick your team members.<\/h5>\n
Example
An example of personal competencies could be self-awareness, empathy, integrity, attention to details, and any other trait you might think is much needed for the line of work you’re aiming to create a team for while technical competencies are the required skills\/knowledge to perform the job<\/h5>\n
For example, if you’re creating a team of call center representatives who would be speaking with customers in the US<\/h5>\n
one of the technical competencies for the role could be fluency in the English language,because it’s a skill that will be used all the time during the job, a personal competency for the same role could be patience.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Trust, Accountabilities & Responsibilities
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Once you’ve selected the right talent, The first thing you need to do is that you need to trust them. Trusting your team could be done in one of two ways:<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Cautious
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
This way is a level-up type of progress, the more the team member shows you that they can be trusted, the more trust you give them
You can put a set of tests at the initial period of their joining, a simple test that could make it a little clearer who this person is and what their real personality is shaped
If you want to test attention to detail, you could send a report with several mistakes, some of them obvious and some of them hidden and see how the team member would respond back.
The only concern with this method is the execution method, you don’t want the team to see you as a person who suspects them all the time
Make sure it’s done for a certain period and make sure that the team doesn’t really notice it.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Bold
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
A bold way to trust your team is by simply trusting them from day one, Give them the accountabilities and responsibilities and see what they would do
in some cases, this type of trust would create a committed high performing team member almost instantly, and in some cases, it could be a disaster but some of us are risk-takers and some of us are not, you just have to trust your instinct and play it rough.<\/h5>\n<\/details>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

The cycle of the high-performance team always starts with talent selection. Selecting the right talent requires you to understand what you are looking for. What would be the best interpersonal and technical competencies that the team member requires to have so you would consider them high performers?<\/h5>\n
The selection of talent might be simply because you, as a leader, think that it’s just a simple recruitment job but it’s neither simple nor just a recruitment request. You need to be on top of this process, you need to set the pillars of where should the recruitment look and what should they exclude in their search if you want to hand-pick your team members.<\/h5>\n
Example
An example of personal competencies could be self-awareness, empathy, integrity, attention to details, and any other trait you might think is much needed for the line of work you’re aiming to create a team for while technical competencies are the required skills\/knowledge to perform the job<\/h5>\n
For example, if you’re creating a team of call center representatives who would be speaking with customers in the US<\/h5>\n
one of the technical competencies for the role could be fluency in the English language,because it’s a skill that will be used all the time during the job, a personal competency for the same role could be patience.<\/h5>\n
Once you’ve selected the right talent, The first thing you need to do is that you need to trust them. Trusting your team could be done in one of two ways:<\/h5>\n
This way is a level-up type of progress, the more the team member shows you that they can be trusted, the more trust you give them
You can put a set of tests at the initial period of their joining, a simple test that could make it a little clearer who this person is and what their real personality is shaped
If you want to test attention to detail, you could send a report with several mistakes, some of them obvious and some of them hidden and see how the team member would respond back.
The only concern with this method is the execution method, you don’t want the team to see you as a person who suspects them all the time
Make sure it’s done for a certain period and make sure that the team doesn’t really notice it.<\/h5>\n
A bold way to trust your team is by simply trusting them from day one, Give them the accountabilities and responsibilities and see what they would do
in some cases, this type of trust would create a committed high performing team member almost instantly, and in some cases, it could be a disaster but some of us are risk-takers and some of us are not, you just have to trust your instinct and play it rough.<\/h5>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-31566","lesson","type-lesson","status-publish","hentry"],"yoast_head":"\nLesson 1: 4 Steps of High-preforming teams - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/sample-course\/lessons\/lesson-1-4-steps-of-high-preforming-teams-2\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 1: 4 Steps of High-preforming teams - Certifeka-edu\" \/>\n<meta property=\"og:description\" content=\"Lesson 1: Describing futures with clarity High-performing teams 4 stages The process of creating and leading high-performing teams is quite straightforward honestly, we’ve explained it in 4 stages that you should pay extra attention to Talent selection The cycle of the high-performance team always starts with talent selection. 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