Most of you are on at least two teams—your boss’s team and the one you lead with your direct reports. You might also be a member of a cross-functional team, with or without a leader. Are your teams ready to create remarkable results?

What Is A Remarkable Result?

My definition of a “remarkable” result is one that targets exactly the outcome you want. A high degree of uncertainty exists about whether you can actually achieve the result. That uncertainty can come from the difficulty of the work, resources available, or the complexity of the stakeholder influencing required.

When Is A Remarkable Team Required?

Not all teams have the need or the opportunity to create a truly remarkable result. When I think across all of my team experience, I can discern at least five scenarios that call for a remarkable team:

  1. Accelerated, Steep Goals—With intense time pressure, teams need to map the plan against a crystal clear vision, not the past.
  2. Complexity & Conflict—The challenge can come from the complexity of the organization, relationships or tasks and outcomes or the inherent conflict involved.
  3. New External Realities—The competitive landscape, regulatory environment, or world evolution can require a team to think outside-in to ensure success.
  4. New Internal Strategy, Structure, and Style—Just when a team is humming, the organization launches another set of changes that requires refocusing the team.
  5. Difficult Dynamics—The right talent sometimes also comes with difficult personalities, teams having to adjust their “dance.”

In my experience, there is no perfection possible when dealing with people. Teams are often the most complex system of people—especially if remarkable results are needed. There is no one-size-fits-all intervention or fix either. Rather, each team has to evolve into remarkable effectiveness.

I’ll leave you today with the question—“What’s happening in your world that requires a remarkable team?