High Performing Teams: Top 7 Characteristics

The 7 Characteristics of High Performing Teams: What Sets Them Apart
Most top companies execute key strategic initiatives through cross-functional, empowered, and high performing teams . Sadly, recent McKinsey research found that 75% of cross-functional teams underperform.   We know from project postmortem data that team effectiveness does not come by happenstance — leaders that promote and reinforce the characteristics of high performing teams outperform their peers.

High Performing Teams: What The Research Says
Research by Atlassian found that most teams are struggling to be high functioning and high performing.

• Productivity Could Double
  93% of executives believe teams could deliver similar outcomes in half the time if they collaborated more effectively.  This makes sense as teams themselves report that only 24% of time is spent on mission-critical work.
• Unclear Goals
  70% of employees say progress would be easier with fewer, sharper strategic priorities.
• Ineffective Meetings
  Teams spend 50% more time in unnecessary meetings instead of making progress on high-priority work.

Defining High Performing Teams
We know from action learning leadership development programs that high performing teams excel in three areas:

• Desired Results
  They consistently deliver on agreed upon objectives in a way that aligns with organizational priorities and stakeholders needs.
• Efficient and Aligned Processes
  They purposefully use their time, efforts, and resources productively to maximize efficiency, commit to decisions, adapt to change, and move work forward in a way that makes sense.
• Healthy and Aligned Relationships
  They go the extra mile to have high quality, trusting, collaborative, respectful, transparent, and constructive interactions within the team and with all key stakeholders.

The 7 Characteristics of High Performing Teams
High performing teams share specific characteristics that enable them to achieve more.  Understanding what sets these teams apart is crucial for leaders who want to unlock true performance potential.

1. Clear, Meaningful, and Shared Purpose
   Our organizational alignment research found that strategic clarity accounts for 31% of the difference between high and low performing teams in terms of revenue growth, profitability, customer satisfaction, leadership effectiveness, and employee engagement. Every high performing team begins with a clear sense of purpose and direction that outlines why the team exists, what it’s working to achieve, and how success will be measured.

   We know from corporate culture assessment data that team purpose drives team alignment. It gives work meaning, fuels intrinsic motivation, and acts as a unifying force — especially during times of change. Without strategic clarity, teams drift into silos, and individual agendas erode collective performance.

   Do your people prioritize team success over their own?

2. Psychological Team Safety
   Coined by Harvard professor Amy Edmondson, psychological team safety refers to a team culture where members feel safe to speak up, ask questions, admit mistakes, and challenge assumptions without fear of ridicule or retribution.

   High performing teams know that innovation and commitment thrive on candor. They value diverse thinking and actively cultivate trust by normalizing honesty and vulnerability. When team members don’t feel the need to self-censor, the entire group benefits from a richer pool of ideas and more honest feedback loops.

   Do people feel like they belong to a team where they can be themselves?

3. Role Clarity and Complementary Strengths
   Role clarity is about a lot more than job titles. It’s about knowing who owns what, how decisions are made, and where to turn for support. High performing teams minimize confusion by explicitly defining team roles and responsibilities and establishing agreed upon and interdependent workflows.

   Top teams also explicitly identify and leverage complementary strengths. They purposefully structure the team with the right mix of skillsets and styles in a way that allows members to understand and value each other’s contributions. Their interdependence becomes a force multiplier rather than a source of team friction.

   Do you have the right people in the right roles to play off of each other’s strengths?

4. Constructive Conflict and Healthy Debate
   Contrary to popular belief, high performing teams don’t avoid conflict — they engage in it intelligently. They encourage diverse perspectives and openly debate ideas without making it personal. Conflict is framed as an important part of decision making, innovation, and buy-in, not a sign of team dysfunction.

   The key is the quality of the conflict. It’s data-driven, future-focused, and anchored in mutual respect. Rather than defaulting to consensus or deferring to authority, top teams surface tensions early, discuss tradeoffs openly, and make critical decisions based on what’s best for the people AND the business.

   Do your teams have enough constructive debate to create high levels of team commitment?

5. Strong Cadence of Accountability
   Accountability on most high performing teams is peer-driven, not manager-enforced.  Underperformance is compassionately managed, excellent performance is proportionately rewarded, and mutual accountability to performance standards is expected.  This is made possible by clear metrics, real-time feedback, and a culture of ownership where expectations are high, but achievable with collective effort.

   Each team member feels responsible not just for their part, but for the team’s overall outcomes. A sense of shared responsibility and dependability is a hallmark of sustainable team performance.

   Do your people hold each other accountable to doing what they say they are going to do?

6. Continuous Learning and Adaptation
   We know from change management simulation data that high performing teams learn. They reflect frequently — through retrospectives, after-action reviews, and data analysis. They’re not content with being “good enough;” they seek continuous improvement.

   They treat mistakes as learning opportunities, learn quickly, and embrace change when strategic pivots are required.

   Is your team constantly improving?

7. Team Cohesion Without Groupthink
   Lastly, while high performing teams are tightly knit and feel like they can rely on each other, they avoid the trap of conformity. They have agreed upon team norms that foster open communication, empower high quality decision making, and improve ways of collaborating. They build cohesion through shared experiences, trust, and rituals — but they deliberately guard against groupthink by encouraging constructive debate and critical inquiry.

   The healthiest teams maintain a tension between alignment and autonomy. They don’t just move in the same direction — they ensure they’re moving forward together for the right reasons.

   Do you have the right amount of positive creative tension on your teams?

The Bottom Line
High-performing teams don’t emerge by chance. They are intentionally designed, supported, and reinforced. To thrive, they need a high performance culture that enables and empowers team clarity, trust, accountability, autonomy, and adaptability. Are you building the right environment for your teams to reach their full potential?

To learn more about taking your teams to the next level, download this Research-backed Team Charter for Success