Unlock The Secrets To An Unbelievably Strong Management Team Now

I’ve spent years studying what makes some of the world’s best teams thrive, and one thing is clear: a strong management team doesn’t happen by accident. It’s built intentionally, step by step. Frameworks like Bruce Tuckman’s "Five Stages of Team Development" and Patrick Lencioni’s "Five Dysfunctions of a Team" provide a playbook for creating alignment, trust, and performance.

Here are 10 actionable tips—paired with examples from iconic companies—to help you build a high-performing management team.

1. Master the Stages of Team Growth

Building a team is a journey. Tuckman’s framework—Forming, Storming, Norming, Performing, and Adjourning—reminds us that teams don’t start at the finish line. Skipping over the early stages to demand instant high performance is like planting seeds and expecting a forest overnight. Recognizing and respecting each stage is essential to building a foundation for success.

I’ve seen CEOs expect high performance from day one and become frustrated when their teams can’t deliver results immediately. Often, this frustration stems from neglecting the Forming and Storming stages, which are critical for building relationships and addressing early conflicts.

Take Apple under Steve Jobs as an example. When Jobs returned to the company in 1997, there was significant turbulence as he restructured teams, removed underperforming products, and streamlined focus. This period of "Storming" wasn’t easy, but it was necessary. By revisiting the basics and fostering alignment, Apple set the stage for the high-performing era that brought us the iPod, iPhone, and iPad.

2. Encourage Open Communication Early

Teams thrive on open communication, but honesty doesn’t appear out of thin air—the leader must model it. If you want your team to feel comfortable sharing ideas, feedback, and doubts, you must set the tone.

If you want a culture of open communication, start by initiating it yourself. CEOs stay silent, expecting their team to open up first. But leadership means going first—sharing your thoughts, admitting uncertainties, and being transparent.

Google’s co-founders Larry Page and Sergey Brin exemplified this with their weekly "TGIF" meetings. These sessions invited employees to ask questions—no matter how tough—and created a space where transparency became part of the company's DNA. This openness significantly impacted Google’s ability to scale its innovative culture.

3. Build Cohesion During the Norming Stage

The Norming stage is when teams begin to find their rhythm. It’s a pivotal moment to strengthen collaboration and ensure everyone feels ownership of the process. However, leaders often fall into the trap of stepping back too soon, thinking the team is on autopilot.

I’ve seen the difference when leaders actively involve their teams, asking for input and ideas rather than taking a lone-wolf approach. Collaboration not only builds trust but also results in better outcomes.

NASA’s Apollo 11 team embodied this principle. With scientists, engineers, and astronauts working together, Mission Control Director Gene Kranz ensured everyone’s voice was heard. This collaboration was crucial to solving problems—like the famous lunar module landing fuel dilemma—leading to one of humanity’s most outstanding achievements.

4. Optimize During the Performing Stage

When your team reaches the Performing stage, it’s time to empower them to excel. This is where leadership shifts from directing to enabling—removing obstacles and providing resources while trusting the team to do their best work.

As a CEO, you don’t need to do everything yourself. Delegating doesn’t just lighten your load; it empowers your team. When leaders let go of micromanagement, teams rise to the occasion and build confidence.

Jeff Bezos at Amazon is a master of this. His "two-pizza team" philosophy—keeping teams small and autonomous—ensured that decision-making was quick and ownership transparent. This approach allowed Amazon to scale while maintaining innovation, leading to breakthroughs like AWS and Prime.

5. Celebrate Milestones and Transitions

Long-term goals can feel overwhelming without celebrations along the way. Acknowledging progress doesn’t just boost morale—it reminds the team why their work matters and recharges their energy.

Big, audacious goals are exciting, but they can also be exhausting. Celebrating milestones along the way helps keep spirits high and momentum strong. I’ve seen teams become re-energized simply by taking a moment to recognize their progress.

Elon Musk does this well at Tesla. When the Gigafactory achieved production goals ahead of schedule, Musk celebrated internally and used the opportunity to highlight the team’s achievements publicly. This recognition reinforced their collective mission and motivated everyone for the road ahead.

6. Build a Foundation of Trust

Trust is the cornerstone of any successful team. Without it, even the most talented individuals can’t collaborate effectively. Building trust takes time and effort but always starts with the leader.

To build trust, you need to be vulnerable. Admitting your challenges and mistakes shows your team that doing the same is safe. Trust doesn’t come from perfection—it comes from authenticity.

When Satya Nadella became CEO of Microsoft, he transformed the company’s culture by embracing vulnerability. He shared personal stories and challenges, creating a culture of empathy and openness. This shift in trust helped Microsoft pivot to the cloud and regain its innovative edge.

7. Address Fear of Conflict

Conflict is often seen as bad, but healthy conflict is essential for innovation and growth. The key is creating an environment where ideas are debated without making it personal.

Focus on judging the idea, not the person. I’ve seen teams avoid disagreements to maintain harmony, but this leads to complacency. Productive conflict challenges the status quo and drives better decisions.

Pixar’s "Braintrust" meetings are a perfect example. During these sessions, teams openly critique story ideas aiming to improve the product. This culture of constructive conflict has been the backbone of Pixar’s consistent success, resulting in hits like Toy Story and Inside Out.

8. Drive Commitment

Commitment doesn’t happen when decisions are made unilaterally. It happens when every voice is heard, and people feel genuinely involved in the process.

I’ve found that teams are far more committed when their opinions are considered before making decisions. Rushing for buy-in without listening first often leads to resistance.

At Bridgewater Associates, Ray Dalio implemented radical transparency, ensuring that every perspective is considered before final decisions. This practice fosters deep commitment because everyone feels their input matters, even if their idea wasn’t chosen.

9. Foster Accountability

Accountability works best when it’s not just top-down but peer-to-peer. Teams that hold each other accountable are more likely to stay aligned and deliver results.

Encourage your managers to hold each other accountable for behaviors and results. Accountability shouldn’t feel like a mandate from above—it should be part of the team’s culture.

Netflix is an excellent example of this. The company’s "freedom and responsibility" philosophy empowers employees to challenge each other when expectations aren’t met. This culture of mutual accountability is one of the reasons Netflix has remained a high-performing organization through massive growth.

10. Focus on Collective Results

Individual accomplishments are significant, but the best teams focus on collective success. When the entire team wins, the organization grows stronger.

Celebrate company-wide wins over individual heroics. It’s easy to focus on star performers and forget the collective effort behind significant achievements. Recognizing the team ensures everyone feels valued.

At SpaceX, Elon Musk regularly emphasizes the collective effort behind milestones like successful rocket launches. By highlighting the contributions of thousands of engineers and technicians, Musk reinforces the idea that success is a team effort.

The Journey Ahead

Building a strong management team is a journey, not a destination. Whether your team is forming or already performing, there’s always room to grow. Start applying one of these principles this week—initiate open communication, delegate responsibility, or celebrate a milestone.

These small changes can create a ripple effect, transforming your team into a cohesive, high-performing unit. The world’s most successful companies didn’t get there overnight—they invested in their teams. It’s time to invest in yours.