High-Performance Teams: Trust, Engagement and Results [EN]

This course contains the use of artificial intelligence.

You can have eight strong people and a weak team. Most managers discover this the expensive way.

What is going wrong right now

Everyone is competent individually and the output still disappoints. Meetings are polite and decisions get made afterwards in private conversations. Two people have not spoken properly in months and everyone has adapted around it. The engagement survey came back mediocre, produced a slide deck, and changed nothing. You ran a team building day, everyone enjoyed the karting, and by Wednesday the same patterns were back. Nobody is doing anything wrong exactly, which is why nothing improves.

What changes after this course

You will diagnose the team before you intervene, so the activity you choose matches the problem you actually have. You will know which stage of development your team is in and lead it accordingly rather than applying one style throughout. You will measure engagement properly and convert the result into manager actions instead of a report. Conflict gets surfaced and resolved instead of routed around. And performance conversations become a working rhythm — goals, check-ins, feedback, review — rather than an annual formality everyone dreads.

Your instructor

Mike, the number one HR instructor on Udemy, with more than 1.6 million course enrolments and over 150,000 professionals trained. Holder of PHRi and SHRM-CP certifications and HRCI representative in more than 10 countries. Built the people function of the unicorn Preply and worked at Wargaming, Alfa-Bank and iDeals.

How the course is built

The course assembles a high-performing team from the ground up. It opens with team building done properly: diagnosis first, then activities matched to the specific problem, including remote and hybrid formats, the GRPI model and the 4Cs of teamwork. The second block is leadership: situational styles, motivation, inspiring people through the development stages, coaching and restoring discipline. The third gives you the ability to read the individuals — MBTI, DISC, PAEI, Belbin, Hogan and Big Five — so team composition becomes a deliberate decision. The fourth is engagement: Gallup Q12, the twelve elements, action planning and building a culture where high engagement is the default. The fifth block covers the two conversations that carry everything — one-on-ones and feedback — including coaching with GROW and recognition. The sixth handles conflict from psychology through prevention to mediation. The course closes with performance management: OKR goal setting, check-ins, competency assessment, running the review and using its outcomes for pay, promotion and development.

What is included

– Lifetime access to all course materials

– Active instructor support in the Q&A section

– Udemy Certificate of Completion

– Practical assignments and real business cases

– A section with additional courses, tools and resources

Why start now

A team that works badly together costs you every single week, in decisions delayed and good people quietly looking elsewhere. Managers are promoted on what their team delivers, not on how hard they personally worked. Enrol now and start the first lesson today.

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