5. Promote Fights: Fighting sure beats resentment. Setting up a culture where resolving conflict is strongly encouraged will save team from building long-term resentments. It is not necessary to have a Don King haircut and announce, "The Beating in Meeting" - but you will benefit from promoting an atmosphere that does not avoid conflict. Although "fighting" is not fun and can be painful, resentment can destroy a cohesive team without anyone realizing it. If you notice tensions building, step in and encourage a healthy resolution to situation. Deal with it now, or it may spread like a cancer on your entire team.

6. Create Connections: It only feels like they happen naturally. If you wait for them to happen, they might not. Schedule opportunities for team members to connect. This can be done as part of a regular meeting. It can be done by switching pairings for different assignments. There is a reason armed services put soldiers through basic training - they develop individual soldiers and build connections between soldiers. Have you ever witnessed two old army buddies reunite? It's enough to bring a tear to your eye! A strong connection is powerful.

7. Role Play: Make sure everyone knows role each person plays. Role ambiguity has ruined more teams than you can imagine. Not knowing what you are supposed to be doing is frustrating. Not knowing what other members should or should not be doing can be down right annoying. As leader, make sure people know part they play as individuals and group members. Clear roles will help you avoid hearing "how come Bob doesn't have to do this...?"

History is filled with many examples of great leaders keeping their team together during difficult situations. Ernest Shackleton's expedition into Antarctic ended with his team successfully working together to survive. Their boat was crushed by ice and somehow team worked together to brave fiercest conditions imaginable. Shackleton's team remained connected because they followed above seven steps. Surely you can use them to help your team face challenges of your workplace.

So, then, cease struggle!

Performance Reviews stop focusing on ‘getting better’ at those skills which are not their natural ‘A’ set. More, they help them focus on what they are great at, leveraging their abilities to organisations best value.

And, hey, guess what, by doing this, they feel better, get much more of a buzz and their performance is elevated even more. It’s like an upward spiral. When this is happening across business, fabulous results are achieved.

There is less struggle and dread of their reviews – less time wasted and individuals valued for what they are – individuals and celebrate their unique skillsets. So, how to cover bits that aren’t too hot? The best discover coping strategies with supporters around them, some delegate, some hire support. In fact, they often partner up with one or a number of colleagues who can deliver well, their own ‘Achilles Heel’ skills.

Look around, many CEO’s have great support executives, who often complement their skill strengths. (Often 'Finance Guy' who is keeping a tight rein on creativity of CEO - i.e. a reality check :-)) Focusing on what they do well, and getting others around them to do what they do well makes for much more effective and enjoyable working. Together with exceptional results - of course!

And it is such a release.