• The problem: Public servants play an essential role in shaping the world we live in, but how can we get the most out of these teams?
  • Why it matters: For public servants to create meaningful and sustainable change, we should be striving for inclusive, effective working environments
  • The solution: Assessing and nurturing the characteristics that make a team great is key to creating an environment where public servants can thrive.

Why do some teams perform better than others? What are the unique characteristics that ensure a highly effective team is resilient, innovative and productive? In this article, we will explore the qualities that set effective teams apart.

This article is part of a set of four documents designed to help you assess and improve your team's effectiveness.

Here's a quick breakdown of what each document does:

  • The article you’re reading: Breaks down eight characteristics of highly effective teams, why they’re important to effective team dynamics and why they’re included in this assessment process.
  • The ‘How to deliver a ‘Highly Effective Teams’ diagnostic’ guide: Provides step-by-step instructions on how to carry out a thorough ‘Highly Effective Teams’ diagnostic process
  • The Characteristics of Highly Effective Teams diagnostic tool: This document dives into eight important characteristics that make a team effective. For each trait, you'll find a list of questions to ask your team members.
  • Data Analysis Spreadsheet: This is where you can enter the data you've collected from the diagnostic tool. The spreadsheet will automatically calculate an average score for each of the eight traits, helping you understand where your team stands.

Together, these four documents give you a comprehensive way to understand, measure and improve how well your team is doing.

Diversity and inclusion

‘Diversity’ and ‘inclusion’ aren't just buzzwords: they are key ingredients to successfully creating a workplace where everyone feels they are heard.

A diverse team reflects a broad spectrum of viewpoints from different cultural, socio-economic and professional backgrounds. This equips the team with a wider problem-solving toolkit, enabling them to approach challenges from multiple angles, and produce solutions that resonate with diverse audiences.

Inclusion ensures that each member feels valued, heard and empowered, which enhances collaboration, trust and cohesion among members. When we embrace everyone's voice, we make smarter decisions and come up with smarter ideas to reach more people.

To learn more, why not take a look at our free course on building a more inclusive public service.

Workplace belonging leads to a 56% increase in job performance, a 50% reduction in turnover risk, and a 75% decrease in employee sick days.1

Psychological safety

Google's Aristotle project (200+ interviews over two years), found that psychological safety was the most crucial element of successful teams.2

Psychological safety is the assurance that team members can share ideas, and raise concerns without fear. It’s not about stifling debate; it’s about facilitating it safely. This creates an environment where innovation flourishes, because individuals aren't paralysed by the fear of failure. Teams become more resilient, adaptive and agile, ready to tackle any challenge head-on. It's not just about comfort — it's about unlocking a team’s true potential.

Only 47% of employees across the world described their workplaces as psychologically safe and healthy.

Effective communication and trust

A study of 4,000 employees found that 46% were unsure of what their line manager asked of them. Employees estimated this resulted in up to 40 minutes of wasted time per day.

Without clarity in communication, even the most talented teams can fall into disarray. When teams articulate their ideas, concerns and feedback transparently, it leads to clear objectives, efficiency and a reduction in errors. Communication also fosters a culture of trust, ensuring teams can work confidently.

A study found that employees working in high-trust companies enjoyed their jobs 60% more, were 70% more aligned with their companies' purpose and felt 66% closer to their colleagues.

Skills and capabilities

Team members should be able to develop the skills and knowledge needed to thrive in their roles. To remain high-performing, teams need continuous upskilling. This means having protected time to engage with the learning they need to succeed in their role.

86% of millennials would be kept from leaving their current position if training and development were offered by their employer.

Two-way feedback culture

A commitment to continuous improvement means always seeking better ways to evolve and grow. Where team members feel that their feedback matters, improvement becomes a shared goal. It fosters collaboration, drives engagement and motivates team members to make a difference. Teams that embrace this can inspire each other, creating an environment where excellence is not just a goal, but a journey.

If you’d like to learn more about how to effectively give and receive feedback, why not take a look at Apolitical’s feedback course.

A shared sense of values and direction

When all team members align with a common purpose, it unites their efforts and fuels their drive. This clarity not only guides daily actions but also provides a blueprint to refer to during challenging or uncertain times, ensuring everyone remains focused on the same goal. A team that believes in its collective destination is more motivated, focused and resilient. Evaluating and celebrating a team's impact is crucial for fostering a shared sense of values and direction, as it offers tangible proof of collective achievements and ensures alignment in purpose.

A recent study found that 70% of employees believe their work defines their sense of purpose.

Strong leadership principles

Leaders should lead by example, considering the characteristics mentioned in this article and champion them wherever possible. The work of Francis Frei3 aligns well here: Strong Leaders are driven by the philosophy of empowering others, authentic, logical, and sympathetic, and embrace what diversity can bring to teams. Strong leaders encourage a culture of continuous, multi-directional feedback and use this to help tackle systematic challenges. They embrace the idea of continuous learning and ensure decisions are driven by evidence.

Collective cognition (sharing skills, knowledge and information)

How often have you spent hours problem-solving, only to find out that someone in your team solved the same problem last week? Collective cognition is the sharing of knowledge, skills and information that helps to transform individual expertise into a powerful shared reservoir from which the entire team can draw. By pooling a team's insights, team members can tackle challenges more holistically, anticipate potential pitfalls, and innovate more effectively.

Now what?

Now you’re aware of the key characteristics of highly effective teams, you could consider carrying out a ‘Highly Effective Teams’ diagnostic. Please follow the link below for more information.

How to deliver a ‘Highly Effective Teams’ Diagnostic.

  1. Kellerman, G. R. & Reece, A. n.d. The Value of Belonging at Work: Investing in Workplace Inclusion. Available: The Value of Belonging at Work: The Business Case for Investing in Workplace Inclusion [2023, August].

  2. Rozovsky, J. 2015. The Five Keys to a Successful Google Team. Available: https://rework.withgoogle.com/blog/five-keys-to-a-successful-google-team/ [2023, August].

  3. Frei, F. X. & Morriss, A. 2020. Unleashed: The Unapologetic Leader’s Guide to Empowering Everyone Around You. Available: https://www.hbs.edu/faculty/Pages/item.aspx?num=58178 [2023, August].