High-Performing Teams: How to Support Them by Anna Gulstine

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From the Classroom to Tech: Building High-Performing Teams

Meet Anna Goldstein, a former classroom teacher turned Engineering Manager at Altus, an adtech company. With a passion for supporting people over processes, Anna enlightens us on the substantiality of team self-management and its potential benefits, the pivotal role of transparency in engendering trust among team members and how fostering psychological safety can amplify a team's performance.

A Tale of Transition and Professional Growth

Anna Goldstein's journey is an inspiring narrative highlighting the value of career transitions and the power of a growth mindset. From years of grooming young minds in elementary school, Anna made a seismic career shift into software engineering in 2016 with Altus, an educational technology company. Her interest in enhancing high performing teams and honing workplace fulfillment in teams is as enduring as it is infectious.

Building High-Performing Teams: Three Key Principles

Conquering the insurmountable task of creating high-performing teams involves understanding and implementing a few crucial principles. Anna takes us on a deep dive into three core areas to focus on:

  • Psychological Safety and Belonging
  • Promoting Team Self-Management
  • Creating a Culture of Transparency

Principle 1: Psychological Safety and Belonging

The relationship between psychological safety and team performance is well-documented. According to Anna, psychological safety is a shared belief that the team is safe for interpersonal risk-taking. It allows team members to express their ideas, question existing systems, and take risks without fear of negative consequences. This culture promotes a diversity of ideas, fosters innovation and enhances employee engagement.

Belonging, on the other hand, is about being accepted and connected to others. It drives employee performance and reduces employee turnover.

Principle 2: Promoting Team Self-Management

Further, Anna equates the concept of team self-management to a group of professionals working towards a shared goal. The idea is to engage team members in exploring diverse ideas cooperatively with a known vision and mission. This method cultivates adaptation, engagement, and a culture of accountability.

Principle 3: Creating a Culture of Transparency

Last but undoubtedly important, transparency is the catalyst for trust-building in teams. Having access to the same information enables individuals to inspect the true state of affairs and collectively make informed decisions. A culture of transparency ensures that teams are unafraid of voicing concerns and making changes.

Promoting These Values On Your Team

Anna further stipulates that leaders should pay special attention to psychological safety and belonging as they form the foundation for team self-management and transparency. The application of these principles will not only stimulate the construction of strong, high-performing and adaptable teams but also significantly boost employee engagement and workplace fulfillment.

So take the leap today. Use this knowledge to identify areas in your team's culture that require attention. Promote these values and watch as your team's performance soars to unprecedented heights.


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