Building High-Performing Teams That Deliver on Purpose

Building teams diagram

Once you’ve got a clear purpose and a mindset of possibility, the next challenge is execution, and teams are where execution lives or dies.

In Chapter 7 of Leading on Purpose, I talk about a truth many leaders miss: your purpose will only be as powerful as the team delivering it. No matter how well-crafted your strategy is, if the team isn’t aligned, trusting, and performing, the purpose won’t come alive.

So how do we build teams that are not just functional, but truly high-performing and purpose-driven?

Let’s unpack it.

Why Most Teams Struggle (and What to Do Instead)

Teams don’t become high-performing by accident. Too often, leaders pull a group of talented individuals together and assume performance will follow. But great teams don’t just happen—they’re built, intentionally.

The model I use (and swear by) is the Drexler/Sibbet Team Performance Model®. It maps out seven critical stages every team must move through to reach high performance.

If you skip stages or rush the process, you’ll end up with a team that may look fine on the surface—but under stress, cracks will show.

The 7 Stages of Team Performance

Here’s a quick look at the progression:

1. Orientation – Why are we here?

2. Trust Building – Who are you?

3. Goal Clarification – What are we doing?

4. Commitment – How will we do it?

5. Implementation – Who does what, when, where?

6. High Performance – Wow, we’re doing it!

7. Renewal – What’s next?

Most teams stall in the first four. They don’t spend enough time on trust, or they skip alignment on goals. Then they wonder why people aren’t fully committed or why execution feels clunky.

If you want high performance, don’t shortcut the early stages.

Trust First, Then Performance

Of all these stages, trust is the most foundational. Without trust, you can’t have real conversations. People won’t take risks or speak up. They’ll nod in meetings and quietly disengage.

I’ve seen teams go from dysfunctional to unstoppable simply by investing in this phase. It’s not fluffy—it’s practical. It’s the glue.

Bringing Purpose Into the Team Process

One powerful insight I’ve learned is this: when teams are clear on purpose, everything else becomes easier.

Purpose gives the team something bigger than individual goals to rally around. It builds shared commitment. It accelerates trust. It creates resilience when things get hard.

That’s why I always recommend running a “Build a Team” workshop—which I’ve detailed in the book’s appendix. It’s designed to walk teams through the trust, purpose, and DUMB goal alignment needed for high performance.

Final Thought: High-Performing Teams Don’t Just Execute—They Inspire

When your teams operate at a high level, you feel it. There’s energy. There’s pride. There’s a drive to win—not just for the scoreboard, but for the cause.

And the best part? It becomes contagious.

If you want your purpose to thrive, build teams that are aligned, trusted, focused, and fired up.

Because ultimately, the strength of your purpose is only as strong as the team delivering it.

Let’s build teams that change the game.