The 5 Essential Factors Behind Team Success: How to Build High-Performing Teams Based on Science

What makes a team truly successful?

That’s the million-dollar question organizations around the world have been trying to answer for decades.

In 2012, Google decided to tackle it head-on. They launched Project Aristotle, an ambitious research initiative aimed at discovering the ultimate formula for high-performing teams.

The idea seemed simple: identify what kind of people create the best teams, and then replicate those conditions across the company.

But what Google uncovered shocked them. They weren’t asking the right question.

The Unexpected Discovery: It’s Not WHO, But HOW

For two years, Google’s researchers analyzed 180 teams across diverse fields—engineering, statistics, organizational psychology, and more. (A detailed description of the course of the entire project can be found in this article in The New York Times Magazine).

They expected to find a magic mix of qualities:

✅ Certain personality types?
✅ High IQs?
✅ Shared educational backgrounds?
✅ Work experience or industry expertise?
✅ Strong friendships or social bonds?
✅ Hierarchical vs. flat structures?

But when they crunched the numbers, none of these factors consistently predicted team success.

It didn’t matter whether:
❌ Team members were co-located or remote.
❌ They were socially close outside of work.
❌ They had high individual performance ratings.
❌ They shared similar backgrounds or interests.
❌ The team leader was highly experienced.

Some teams, structured nearly identically, performed drastically differently. Why?

After much confusion, the breakthrough finally came. It wasn’t about WHO was on the team—it was about HOW the team worked together.:

1. Psychological Safety: The Foundation of Trust & Openness

Imagine sitting in a meeting where you hesitate to voice an idea because you're afraid of being criticized or ignored. That’s a psychologically unsafe team.

In contrast, in a psychologically safe environment:
✔ Team members feel comfortable speaking up.
✔ They trust that their ideas and concerns will be heard.
✔ Constructive criticism is welcomed, not punished.
✔ Mistakes aren’t blamed on individuals—they’re treated as learning experiences.

🔥 How to Apply This:

• Encourage open conversations where every voice matters.

• Admit when you don’t have all the answers—lead by example.

• React to mistakes with curiosity, not blame: “What can we learn from this?”

• Create team norms that foster respectful debate and discussion.

2. Reliability: Consistency & Accountability Build Trust

Great teams don’t just feel safe—they’re also dependable. When team members trust that everyone follows through on their commitments, the team thrives.

Key signs of reliability in a team:
✔ Deadlines are met consistently.
✔ People follow through on commitments.
✔ Team members hold each other accountable without micromanaging.
✔ There’s a shared sense of responsibility for success.

🔥 How to Apply This:

• Set clear expectations for accountability.

• Use team agreements that define commitments and consequences.

• Celebrate reliability—acknowledge when someone delivers consistently.

• Create a culture where asking for help is encouraged, not seen as a weakness.

3. Structure & Clarity: Everyone Knows Their Role & Goals

Ever been on a team where no one is sure who’s responsible for what? Lack of clarity leads to confusion, frustration, and poor performance.

High-performing teams have:
✔ Clear roles and responsibilities.
✔ Defined goals and success metrics.
✔ Transparent processes for decision-making and problem-solving.

🔥 How to Apply This:

• Use Kanban boards or project management tools (Trello, Asana) for visibility.

• Set clear expectations for who owns what (RACI matrix).

• Align goals to a bigger purpose so everyone understands why their work matters.

4. Meaning: Why This Work Matters to Each Team Member

Motivated teams have something in common: team members see personal meaning in their work.

This doesn’t mean everyone has to be passionate about their job. It means they find a personal connection to what they do—whether it’s professional growth, making a difference, or simply financial security.

🔥 How to Apply This:

• Have one-on-one conversations to understand what motivates each team member.

• Connect their work to real impact: “Your contribution helped us achieve [X].”

• Recognize achievements beyond just hitting targets.

5. Impact: Seeing the Bigger Picture

When team members feel like their work makes a real difference, they are more engaged, committed, and innovative.

In high-impact teams:
✔ Employees see how their work contributes to the company’s success.
✔ They feel valued and recognized for their efforts.
✔ There’s a direct line of sight between daily tasks and bigger outcomes.

🔥 How to Apply This:

• Regularly communicate how the team’s work affects customers, business goals, or society.

• Invite team members to share customer feedback or success stories.

• Make sure recognition isn’t just top-down—encourage peer-to-peer appreciation.

Why These Insights Matter More Than Ever

1. The War for Talent: Employee Retention is Harder Than Ever

With a shortage of skilled workers, companies must create work environments where people want to stay. If employees feel valued, they’re more likely to stick around and recommend the company to others.

2. Hybrid & Virtual Work: Collaboration Looks Different Today

Teams aren’t always in the same physical space anymore. Remote work requires intentional communication and strong trust-building mechanisms.

3. Navigating the VUCA World: Speed & Agility Win

Volatile, Uncertain, Complex, and Ambiguous (VUCA) environments demand that teams make decisions faster and adapt to change constantly.

The stronger the team dynamics, the more resilient the team.

4. Leveraging AI

AI doesn’t solve organizational dysfunction—it amplifies it.

To truly benefit from AI, leaders must first establish a culture of trust, collaboration, and shared purpose.

How to Apply These Insights to Your Team

Step 1: Assess Your Team’s Current State

I’ve created a Team Collaboration & Culture Checklist that helps you evaluate how well your team aligns with these five success factors.

Go through the checklist online. You can have your team fill it out independently. It’s a great way to spark discussions during your next team meeting on culture at work and identify areas for improvement.

Step 2: Take Small, Consistent Actions

Building a high-performing team doesn’t happen overnight. Focus on one area at a time:

• Start by fostering psychological safety—lead by example.

• Improve accountability through clear commitments.

• Define clear team agreements that create structure and clarity.

• Celebrate wins and remind the team why their work matters.

Final Thoughts: Collaboration is the Real Competitive Advantage

Project Aristotle confirmed what many great leaders intuitively knew: successful teams aren’t just about talent—they’re about trust, clarity, and shared purpose.

By intentionally creating an environment where people feel safe, supported, and motivated, you unlock the full potential of your team.

Want to take your team’s collaboration to the next level?

Let’s schedule a call!

I’d love to help you implement these strategies and build a thriving team.

Let’s turn insights into action!