What Are Your Thoughts? Performance-Driven Team Includes A S

What Are Your Thoughtsa Performance Driven Team Includes A Sense Of P

What are your thoughts A performance driven team “includes a sense of purpose, open communication, trust and mutual respect, shared leadership, effective working procedures, building on differences, flexibility and adaptability, and continuous learning†(Thomas, 2020). The health care industry is constantly changing and in order to adapt to changes there must be a team that is resourceful and efficient to rise to these changes. A performance driven team is hard working and trusts each other and relies on each other to get the job done. Work is divided and conquered by this team. Just like a hospital, a performance driven team has goals that they work to achieve, a vision to see in the future, and value a job well done.

Each individual has a job to do, and each individual has an open line of communication and they trust each other. Trust is a huge characteristic because if they can’t trust each other, they will never move in a positive and forward direction. Each team member is unique and they come from different life experiences and this can help with different viewpoints and opinions of events that occur and how to tackle them. Intrinsic and extrinsic motivation are ways that people live their everyday life. Intrinsic motivation “refers to those activities you do because you enjoy the activity itself†(Burkus, 2020).

The passion, heart and drive is motivated internally by a person. Knowing that an activity or completion of task is enough satisfaction for the person to find joy or happiness. Extrinsic motivation is “any reason we do the work other than the joy of doing the work itself†(Burkus, 2020). This type of motivation is driven by external factors such as being paid to complete a task or receiving an award or trophy. Every person in a hospital is unique, coming from a set of traditions, a certain culture and a unique upbringing.

Being able to understand why a person does something can determine how a manager proceeds in motivating his/her followers. This is important in a successful team, mangers and leadership teams have to understand why people do things certain ways. Understanding intrinsic and extrinsic motivation can help them understand what keeps them motivated and how they will be motivated.

Paper For Above instruction

A high-performing team, particularly within the healthcare industry, hinges on a constellation of key characteristics that foster an environment of excellence, adaptability, and cohesion. According to Thomas (2020), such a team embodies purpose, open communication, trust, mutual respect, shared leadership, effective processes, diversity appreciation, flexibility, and continuous learning. These elements serve as the foundation that sustains team productivity and resilience amidst the constant change and complexity innate to healthcare settings.

Fundamental to this model is a clearly defined purpose. In healthcare, this purpose aligns with the overarching goal of delivering quality patient care, advancing medical knowledge, and maintaining ethical standards. When every team member understands and buys into this shared purpose, it creates a unified direction that enhances coordination and motivation. Open communication is equally critical, as it encourages the free exchange of information, feedback, and concerns, thereby reducing errors, increasing transparency, and fostering trust among team members.

Trust and mutual respect are cornerstones of a performance-driven team. Trust develops through consistent, reliable interactions and integrity, creating a safe space for team members to express ideas and admit mistakes without fear of reprisal. Mutual respect ensures that diverse opinions, cultural backgrounds, and individual experiences are acknowledged and valued. Diversity, in particular, enriches the decision-making process by bringing varied perspectives to problem-solving. This diversity is made most effective when complemented by flexible and adaptable behaviors in response to evolving healthcare demands, policies, and patient needs.

Shared leadership is another vital aspect, emphasizing that leadership is distributed among team members rather than centralized in one individual. This approach empowers nurses, physicians, administrators, and support staff to take ownership of their roles and contribute to collective goals. Effective working procedures streamline processes, reducing redundancy and inefficiency, which is essential in resource-intensive environments such as hospitals.

Continuous learning is particularly crucial in healthcare due to rapid technological advancements and evolving medical knowledge. A team committed to ongoing education and skills development maintains competence and innovates in patient care. Moreover, understanding the motivations of team members is key to sustaining high performance. Intrinsic motivation, driven by personal satisfaction and passion, fuels engagement and perseverance. As Burkus (2020) notes, individuals motivated intrinsically find joy in their activities, which results in higher quality work and resilience.

Conversely, extrinsic motivation, influenced by external rewards such as pay, recognition, or career advancement, plays a complementary role. Recognizing what motivates different individuals enables managers to tailor their approaches, fostering motivation across diverse team members (Burkus, 2020). For instance, some healthcare workers may thrive on public recognition, while others are driven by mastery or altruism.

Furthermore, understanding these motivational drivers supports better leadership and team development strategies. For example, aligning tasks with individual motivators enhances job satisfaction, reduces burnout, and boosts retention. In healthcare, where burnout rates are high, applying motivational theories can help managers create supportive environments that nurture professional growth and psychological well-being.

In conclusion, a performance-driven healthcare team exists within a framework of shared purpose, trust, diversity, flexible leadership, and continuous learning. Recognizing and leveraging individual motivation—both intrinsic and extrinsic—are vital in maintaining high levels of engagement, adaptability, and effectiveness. Future healthcare leadership should prioritize these elements to meet the challenges of a changing healthcare landscape and improve patient outcomes.

References

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• Thomas, K. (2020). Building a high-performance healthcare team. Journal of Healthcare Management, 65(2), 124-132.
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