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Creating High Performance Teams with #AdaptAgility:

Resilient, Agile, Responsive, People, Teams, and leadership, in REVOLUTIONARY WORKPLACES, that Thrive in Tough, VUCA, Times create exponential organisations.

The problem trying to implement high-performance teams principles is it requires intelligent insight, conscious leadership, and effective management, to have credibility, competence, and commitment, for the greater good of the organisation… AND its people.

The reality that we see in business today is that many leaders, and senior managers, are more worried about their own financial success as opposed to looking after their most important assets, that being their staff, that enables them to have those packages.

It seems that the only important number and business of business, pertains to profit or loss.  We live in a new era, where Greedership is no longer the best way forwards.



But what about the human element aspect of the business?

Because I see so many unhappy, unhealthy, under-performing individuals and teams all around when we do our team building and leadership development, I am forced to ask the question…

WHY. And HOW do we resolve it?

The high-performance organisation (HPO) information below provides wisdom and insights that leaders can implement in their organisation to directly impact the triple bottom line.

This impact should be a symptom of a thriving and flourishing system running optimally and sustainably for the greater good of all.  But achieving this requires greter CONSCIOUSNESS and CARE.

For this REVOLUTIONARY WORKPLACE HPO framework to be implemented leaders need to truly care about people, planet, AND profits.

Because exponential results are delivered by people with growth-optimised mindsets, that makeup high-performance teams, in a positive organisational culture, supported by LIMITLESS Conscious leadership.  – All of the change must begin with LEADERSHIP.

 REVOLUTIONARY WORKPLACE High-Performance Organisation Framework

For the most effective application of the REVOLUTIONARY WORKPLACE High Performance Organisation (HPO) CLEARx framework, all 6 HPO areas must be addressed concurrently.

For many managers and young leaders, this is a big challenge to manage.

An incrementally phased approach is required to be able to fully apply the high-performance teamwork and #AdaptAgility model to create sustainable results.

In the business, context and culture have a huge impact, and direct influence, on the behaviors and performance potentials of individuals and teams.

Thus, the culture of the company is a vital foundation to support proper implementation of a high-performance workplace system and philosophy. 

Culture is the LEADERS responsibility.  Culture is a reflection of LEADERSHIP.

So, what are the proven 5 qualities of high performance teams? See below.


Revwork Dvd Trans 2018.10 And High Performance Teams Building Events Gauteng

The REVOLUTIONARY WORKPLACE HPO High Performance 5 Point Framework 

The Proven REVOLUTIONARY WORKPLACE HPO framework also provides clear indications and suggestions for organizations, in terms of the issues, and processes, needed to be addressed, so as to achieve positive High-Performance Teams and sustainable HPO status.

In this way, the REVOLUTIONARY WORKPLACE High Performance CLEARx framework, and People Performance Enablement philosophy, adds focus, and higher impact, to leadership/executive agenda’s and improvement efforts.

High Performance Team Building Step1

Quality of Management & Leadership

HPO Factor 1:  HPO Management Quality

Management Quality, credibility, competence and consciousness …are the no#1 foundations for creating High-Performance Organisational Cultures built on a sustainable and viable base.

Decision-making is defined as ‘the process of deciding, in which a conclusion or resolution is reached.’ Research has found managers basically use four decision-making styles:

  • Decisive: a manager values action, speed, efficiency and consistency in decision making and once a decision has been made he or she sticks to it and moves on to the next decision.
  • Flexible: a manager values speed and adaptability, getting just enough information to choose a certain action and changing that decision when deviant information becomes available.
  • Hierarchical: a manager values getting much information and first extensively analyzing that before making a decision that will be adhered to for a long time.
  • Integrative: a manager values options and, therefore, taking broad decisions which leave many courses of action open.

High Performance Team Building Events Step2

Quality of Staff

HPO Factor 2:  Staff Quality – Mindset, attitude, competencies, strengths

The no#2 foundation for creating a High-Performance Organisational (HPO) and Culture that is built on a sustainable, strong, and viable, base for achieving exponential impacts and positive results.

  1. An HPO assembles and recruits a diverse and complementary management team and workforce with maximum work flexibility.
  2. The workforce is trained to be resilient and flexible.
  3. They are encouraged to develop their skills to accomplish extraordinary results and are held responsible for their performance.
  4. The result is that creativity is increased, leading to higher levels of innovation potential and effectiveness.
High Performance Team Building Step3

Action Orientation & Openness

HPO Factor 3:  Openness Coupled with Action Orientation

  1. HPOs foster an open culture, meaning that management values the opinions of employees and involves them in important organizational processes.
  2. Making mistakes is allowed and regarded as an opportunity to learn.
  3. Employees spend a lot of time on dialogue, knowledge exchange, and learning, to develop new ideas aimed at increasing their performance and ensuring the organization is performance-driven.
  4. Managers are personally involved in experimenting, thereby fostering an environment of change in the organization.
High Performance Team Building Step4

Long-Term Focus & Commitment

HPO Factor 4.  Long-Term Commitment.

A HPO grows through partnerships with suppliers and customers, extending long-term commitment and value to all stakeholders.

  1. Vacancies are filled by high-potential internal candidates, and people are encouraged to become leaders.
  2. The HPO creates a psychologically safe and secure workplace (both physical, emotional, and mental),
  3. Only lays off people as a last resort.

High-Performance Organisations

HPO Factor 5.  Constant Innovation and Strategic Creativity.

A High Performance Organisation compensates for dying strategies by renewing them and making them unique. relevant and hyper-responsive with greater #AdaptAgility.

The organization continuously reinvents, improves, simplifies, and aligns, its processes, innovating its products and services, and creating new sources of competitive advantage to respond to market changes.

The (HPO) High Performance Organisation manages its core competences efficiently, and outsources non-core competences to the most cost-effective service providers.




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