Introduction:
Hi, I’m Max – High Performance Coach.
For high-performing leaders, ensuring the team consistently meets a shared standard can be a challenge. Variations in individual performance aren’t always due to a lack of talent but often a lack of clarity. In today’s reading, three strategies on creating shared standards amongst the team will be covered below.
1) Be Crystal Clear On What Constitutes A Job Well Done:
One of the most common pitfalls for any team is the failure to define exactly what success looks like. A vague understanding of what constitutes “a job well done” can lead to inconsistent results and confusion amongst the team. If some team members aren’t meeting expectations, consider whether they genuinely understand what the expectation is. If your team is missing targets, it could be less about ability and more about clarity.
Don’t assume your team knows the standard just because you’ve told them once. Reinforce it regularly and ensure it’s tied to specific, measurable outcomes. What does ‘success’ look like for each role, and how does it fit into the company’s larger objectives?
2) Keep The Standard Consistent:
Consistency and sustainability is the backbone of high performance culture. Setting a standard once and failing to uphold it creates confusion and erodes trust. Team members need to know exactly what is expected of them every day, regardless of changing circumstances.
If the bar shifts depending on external factors—such as how tired you are or the urgency of a project—it becomes impossible for the team to know what’s acceptable. Leaders need to embody consistency in communication, expectation, and feedback. By doing so, you ensure a culture of reliability, which is critical for both team trust and long-term success.
Once consistency is in place, you’ll better understand who is truly a good fit for the team and who may need development—or a new role altogether.
3) Recognize Deeply That Your Team’s Standards Won’t Match Yours:
As a leader, your standards are inevitably higher than your team’s—and that’s normal. The company will always mean more to you, but that doesn’t mean your team can’t be motivated to grow. The key is to identify achievable benchmarks for each team member and create clear pathways for growth.
This doesn’t mean lowering your expectations, but it does mean understanding where each team member’s current ceiling is and providing them with the support and tools to reach higher. Your role isn’t just to set the bar but to inspire your team to reach it. Consider how long it took you to understand your craft as deeply as you do – what would you have needed when you were at the same skill set as your team member’s?
One-on-one meetings are vital here. Take time to understand each person’s strengths and weaknesses, and set individual development goals. When they reach those milestones, make sure to celebrate progress, no matter how small, as it fosters loyalty, growth, and performance.
Conclusion:
High-performance teams are built on clear expectations, consistent standards, and personalized development. Recognizing that your team won’t immediately match your standards isn’t a sign of failure; it’s an opportunity for leadership. Be clear, be consistent, and be supportive, and watch how your team’s performance evolves in line with the shared standards you create.
If today’s reading resonated with you, let’s have a conversation here.
Max. High Performance Coach.
