For John Murphy, high performing team is not based on how quickly tasks are done but how sustainable the performance is. He explained how this would be attained. He also emphasized the important values the team should have for performance sustainability. He also mentioned what makes the performance of a team slows down. He also discussed the importance of people in a team for they are the heart of the organization or company so they should be acknowledged. He also spoke about how healthy conflict helps the team but a conflict that is based on trust and respect.
– An executive coach and a licensed professional engineer
– Has over seven years of training in relationships communication and leadership.
– He’s a professional certified coach with the International Coach Federation
– He’s also certified in emotional intelligence through the Institute for Social and Emotional Intelligence
– A team building facilitator at University of California San Diego
Welcome to the high performing team I’m your host Thomas Mangum if creating extraordinary from the ordinary keeps your interest or its moving from good to great results inspires you then you’re in the right place get ready for the next episode of the high performing team.
Thomas00:00:00 All right super excited to have John Murphy with me today on the high performing team podcast John Murphy is an executive coach and a licensed professional engineer has over seven years of training in relationships communication and leadership he’s a professional certified coach with the International Coach Federation he’s also certified in emotional intelligence through the Institute for Social and Emotional Intelligence John is a certified professional Co active coach through the coaches training institute the largest and oldest coach training program in the world and also a team building facilitator at University of California San Diego where he facilitates ground and high ropes course activities to promote team building cooperation and communication for businesses schools and communities thank you so much for coming over and sharing this time with me John
John00:01:06 thank you Thomas it’s great to talk with you
Thomas00:01:09 did I do right with that did i set you up right how does that sound hearing yourself introduced that way.
John00:01:16 It’s great. Great great. podcast voice.
Thomas00:01:24 Man. I’m going to pick it up with radio show hosts and there you go there I am going to want to kick it off with the primary question on the high performing team podcast is you know when you hear the terms elite high performing extraordinary championship teams or whatever you know the description like we’re talking about a league team how do you describe high performing team when someone asks you.
John00:01:55 Well for me when I hear that question the first thing that comes out for me is how sustainable is the performance because there are performing high performing teams that can get a lot of stuff done really quickly and then they turn out. And people quit and then that in the long term not going to produce the results they want it’s the long haul that I think really matters so what I what I when I think of is you know anything of flow for individuals you know it’s often a a match between that level of challenge and the level of skill they have for teams it’s also a matter of their level of pressure that the team is under and skilled at the team so they’re kind of that the right amount of motivation the right amount of pressure where they’re they’re moving efficiently but not rushing so yeah I think but I picture is efficient movement but not to rush to movement. Things that are flowing easily and not forced and under anxiety or even if there is not enough pressure being bored and not moving quick enough.
Thomas00:03:08 Yeah I want to know more about that because that’s really interesting I like your take on a high performing team because you stress correct me if I’m wrong you’re stressing sustainable and it in my personal experience I’ve seen the same thing I mean I was working with a client last week and you know they want to know hey how do we get to be a high performing team we took the time to define that and burn up a burned out not burn up was one of the things that came up. You know I’m wondering you know do you see a lot of your clients out there are people that you work with where they’re going after high performing as if high performing means do more do more with the time that you have so what do you suggest to that team or or maybe you have a case that you can share
John00:03:54 Yeah well I just you know I noticed it within my own background in engineering a lot of engineers are very task focused and there’s a whole another side of that which is the relationship side and the relationship side it’s important for the sustainability that there is a level of trust and respect and also encouragement along the way when people are really task focused they never really arise You know they’ve never been or they don’t celebrate they don’t. Appreciate the moment they don’t appreciate the process and the process is important you know how how are we doing right now not how are we going to be in the future but what’s the experience like in this moment and oftentimes when we’re focused on the future really heavily we don’t check in and look at OK is this person getting burned out are they going to quit soon.
John00:04:53 looking at that to make sure you’re checking in with their teammates and you know this doesn’t mean that everybody has to be focused on emotions all the time but being present you know there is a level of mindfulness yes that’s important there that you’re mindful of what’s your impact on others and your mindful what’s what’s really going on underneath the surface with their team.
Thomas00:05:17 Can you think of a team that you work with where you saw them very heavily task focused and what in a real tactical tangible way did you suggest to them that they can do to I guess to make this a sustainable high performing team.
John00:05:37 Well again it comes down to slowing down you know when I’m working with teams we do a debrief at the end of every activity and we just to a simple check and we’re asked them what went well what didn’t go well and how can we do better in the future and asking questions like that a team can do that really quickly you know and without you know if you focus as soon as you finish a project without reflecting on how it went and what can you do better in the future. Can actually slow them down enough where they’re conscious of what’s happening so yeah that lot of times when they are really task focused they start getting into blaming the starts pointing fingers and the like when somebody drops the ball it’s like everybody freaks out and gets stressed out and it turns into emotional anxiety envoirement And and so yeah I think just slowing down and asking good questions like that can just be you know just enough to slow down just a little bit to where they’re reflecting on how is the process going.
Thomas00:06:47 So I’m looking for a suggestion from you I was working with an airline last week and this particular team they work their butts off man I mean these people are they’re so mission driven they are it’s funny they they say they’re mission driven and even mission driven people. They just it is not a burnout but they’re not taking care of themselves as good as they could they take care of their team members these are all leaders all senior leaders and they genuinely care so it’s not it’s not that kind of dysfunctional they really genuinely care and if it is a simple and put an asterisk on there is it as simple as suggesting to a team like that that you must create a part the space the space to take a deep breath and say Hey How you doing is it is it that is it that kind of thing when you say on a regular basis take stock or become present is it how people are feeling is that something you’d actually say
John00:07:49 yeah yeah I think that’s a great suggestion you know and it could be depends on How tightly team works together you know how often you can really check and you know if they work more independently and you might check in a little bit less often and they work together every day and they’re interacting every day you might want to check and. A little bit each day so it depends on the team but yeah just taking that deep breath you know and I find this for myself because I’m I’m really porpuse driven and it can turn into workaholism. It can turn into being addicted to the to the job and that can be a thing you know where it becomes more of an addiction versus real passion so there’s a fine line because the passion is distilling an addiction is it’s a prison where you’re being taken over by the task where it’s no longer fulfilling and the task is the primary point rather than the fulfillment of a dream. So yeah I think it’s balancing the future in the present you know and I really appreciate mindfulness I really I’ve been practicing mindfulness for a while and really think it’s just a balance between the future and the present you know you’re always working towards something but at the same time the only time you can do anything is is now being present to how you’re doing along the way is important.
Thomas00:09:21 You know I’m imagining you and I presenting that to this incredibly high performing I mean like metrics like task focus team and then looking at us and going What the heck are you talking about I want to create more bottom line results Thomas and John you know you mean like be more mindful and feel it’s like you know I think part of the job sometimes as a service providers to high performing teams and you and I both have the credentials to show I mean how many teams we work with and the results that the getting it’s that getting them to understand that language or taking a deep breath and just trusting the process like this just trust for a moment.
John00:10:04 Yeah. Yeah it’s hard to translate to really task focused people I have one client them working with it is very task focused but you know one thing I do with him is you know just acknowledge the importance of people you can’t do anything without people now you can’t do anything worth doing without a good team you can’t do anything worth hearing about a good organization and if you’re not aware of the people and what’s important to them and what’s going on with them and you’re ignoring one of the most important pieces of your organization you’re ignoring the heart of your organization so that’s what I tend to focus on you know and it’s still a struggle for and it’s like yeah yeah people i get it. And at the same time it’s you know is that it’s critical how the higher get up in an organization the more your ability to work with people matters because you’re not focused on writing the code for a program you’re focused on creating a team focused on leading an organization so your relationship with those people is going to either make or break your organization as a whole in the long term so perhaps a quick and quick answer for you is on both side the Spectrum What is the what do you feel is the I guess the the what have you found to really make the greatest difference in building a high performing team would it be taking a deep breath and being mindfully present or acknowledging or something else yet well it is with the biggest difference that I believe is vulnerability and trust I really like the book by Patrick Lencioni I think that’s how you say his name there is the foundation healthy conflict is vulnerability and trust and the name of the book is five dysfunctions of a the team. Yeah yeah it’s a great book and I think that at the bottom if you’re going to have a healthy conflict with somebody there needs to be a foundation trust and respect and that’s what I think is really the biggest difference is really knowing that the person is on your side and it doesn’t get into an ego battle and you’re more focused on what’s going to work well for the organization how can we achieve something you know how can we get the best results out of the situation versus an ego battle and this conflict is unavoidable it’s important. If you don’t have conflict you’re not getting the full intelligence of your team you know you need to have everybody contributing ideas if somebody is not bringing up an idea you’re losing out having healthy conflict that’s based on trust and respect I think is the biggest then OK.
Thomas00:13:07 So John thanks so much guys we’re going to take a little break right now and we’ll be back with John Murphy.
Thomas Magnum here I hope you’re enjoying the show you know one critical element I see from the amazing effect of high performing teams is their team members getting really good at asking for and receiving support they keep it easy because if someone’s already creating amazing results why not borrow that idea come on guys keep it simple what kind of results could you create with that one simple fresh perspective we’ve got loads of gifts to share with you from tips and tools to training it’s all yours by going to gifts from Thomas dot com That’s gifts from Thomas dot com Make sure you write that down giftsfromThomas.com Hope you’re enjoying the show now let’s get back to it.
Thomas00:13:17 All right well we’re back on the high performing team podcast with the really amazing John Murphy and John you know I really appreciate you getting us no with me on the first part of the podcast and I want you to go even deeper with me I want you to think about your experiences with teams you know mediocre teams bad teams good teams great anything I want you to focus in on your experience coaching guiding teams or even just participating on on teams what’s something that maybe you’ve never shared shared before that you feel leaders and teams really need to hear right now. What’s going on out there
John00:14:40 well I believe that there is. There’s a couple things there’s I wanted to just bring up a story that I really exemplifies what I was talking about before about own vulnerability and trust and I was working with a sales team. And there is a lot of camaraderie there is a lot of brotherhood and you know they joked around a lot they were kind of shy to each other and it seemed like they’re really effective team because they have such good friendships but the vulnerability piece is about going a little bit deeper even if you feel like the team has good friendships sometimes People are afraid to go to that emotional level and the emotions I think can make a huge difference and really with this sales team there was a small mint that. All I did was ask them to acknowledge one person on the team and suddenly the entire energy shifted it was it went from them joking around punching each other in the arm kind of attitude to them suddenly being connected. And connection is a little bit more. There’s emotions there so is they had to acknowledge each other. They looked at each other and really had to see the other person as a person and one of my favorite books is the leadership and self deception so it’s where you get beyond seeing somebody as a person that you do tasks with and seeing them as a person and or seeing them versus seeing them as an object versus seeing them as a person and so I think that the acknowledgment is can be good but it’s often focused on you did you did a good report and you did it hey you made this many sales this week versus looking at the person and saying you know I are really appreciate your commitment you put so much heart into this work and I know that this is going to mean a lot to the organization it means a lot to me personally that you put in this time and I just want to thank you. So there’s an acknowledgement you know there’s an acknowledgement of the person versus the task so that I think that’s in a good distinction that. Maybe a lot of organizations and teams don’t recognize and acknowledging the person versus the task I think is really important
Thomas00:17:19 excellent I love that We are moving into the quick fire questions round and here is as to what do you need special morning routine that sets you up for success and if so there are some particular thing that you think you do that just works for you
John00:17:40 I what I do every morning is after I eat breakfast then I sit down with a cup of coffee and write three pages of journaling and I often in the past haven’t done I’ve usually is used to do maybe one page but three pages. As for takes about a half an hour so it’s kind of a commitment. It matters because the first two pages I’m really just clearing. And just getting all the garbage out from the day before and clearing my head and then the last pages when I really start to set intentions so it’s more of a kind of. Getting really focused on what’s important to me that day so I got to do list with the To Do list often doesn’t reflect what’s really important and it’s often a bunch of tasks like we’ve been talking about so just really getting connected to what’s important for the day as many times that shifts my to do is completely
Thomas00:18:38 any piece of a piece of technology or an app or something else that you just can’t live without
John00:18:44 well for me I use a scheduling app you know that saves me so much so many headaches I use. It’s VCITA. it’s scheduling things it’s true that it’s been save me a lot of time.
Thomas00:18:59 How about a resource or a book that maybe you’d like to recommend in addition to you specifically Named two already I believe at least two in this podcast
John00:19:10 Yeah yeah the third one is actually probably one of my favorites it’s more of an individual focus but I think that having good and good individual contributors as it’s called Crucial Conversations is one of the best books on handling conflict and it seems. I’m going to ditto that one one of my faves.
Thomas00:19:31 Favorite quote
John00:19:32 Martin Luther King Jr is take the first step in faith you dont need to see the whole staircase just take the first I love it.
Thomas00:19:42 Who is someone that you look to as and influence it’s somebody maybe a public figure figure
John00:19:51 there’s not a not I I appreciate a lot of contributors and I like to kind of synergize a lot of different people but the school that I went to or was founded by three different people Laura Whitworth the coaches training us to was founded by Laura Whitworth Henry Kinsey. Karen Kinsey. And they created an entire model of coaching it’s just what I was saying at the end it’s just focused on the person versus problem solving and I think that’s an important distinction and I just really appreciate their contribution to the coaching community
Thomas00:20:29 and speaking about the show the high performing team podcast who someone that maybe you’d recommend that we host over on the show
John00:20:37 the manager of the team building at U.C.S.D. Denise Ollet so she’d be really great very awesome she says she’s got a lot of experience and I’ve learned a lot from her
Thomas00:20:51 you know it always one of the focus of the podcast to to really quickly distill these different takes on high performing teams and to take it from from theory or armchair to people that are either they’re leading teams out there and they’ve just learned it through you know you’re the C.E.O. of Southwest Airlines or or some kind of leader at a company out there leading a team and also the people like you and me that are the service providers to these teams because we get to see it you know. I was telling a friend of like it’s not that I’m the Ph D. in team building it’s that I’m at these working with these high performing teams all the time. And I’m seeing what works and what doesn’t work and that doesn’t that really puts us in a very unique position to be a fly on the wall if you will or to give evidence across the board of what’s working and so it’s why I like people like you know like Denise they are working with these teams they’re taking people their activities and we’re designing it to get the best out of them so we see what’s working and what’s not working
John00:21:54 it’s yeah they both are important. Because you know sometimes people are so wrapped up in their own task that they can’t see themselves from the outside. And you know their firsthand experience is extremely bored just knowing what’s quick actually or came out there you know because when you get into a high stress situation that kind of theory goes at the window
Thomas00:22:22 absolutely definitely definitely so so listen John we’re wrapping up the pod cast and this episode and if listeners are interested in finding out more about you how can you best be reached where should they go.
John00:22:38 Yeah they could go to reengineeringleadership.com this are easy and G.I. A and E. R. and she readership. Reengineering.
Thomas00:22:52 All right we’ll make sure put that link in the end the transcript as well so I think you guys will have it on there I thank so much I really appreciate you sharing this take on what I’m calling you know how to create a sustainable high performing team I really appreciate your perspective on this and I know you’re a man that’s very purpose driven a man and a mission and I just appreciate you. Having a chat with me today
John00:23:18 Yeah thank you is very to be on it
Thomas00:23:21 all right that’s it for this episode of the high performing team podcast We’ll hear you next time.
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