While it may be the biggest sporting event of the year, the Super Bowl is also America's greatest showcase of teamwork. For one day, everyone's attention is directed towards two of the best teams in football, applying what they have worked for all year to compete on the biggest stage. It takes a lot to get to the Super Bowl; lots of work, planning, and strategy. While it may be just entertainment for us, there is a lot we can apply to our teams at work that we can learn from Super Bowl teams. So, what does it take to get your team to the "Super Bowl level?" It takes a lot more than simply "being good." Here are six ways to get there. One of the most critical aspects of an elite-level team is consistency. Top-level talent exists everywhere, but only teams that can draw it out and utilize it consistently will succeed. In football, it's a one & done deal; only one bad game can cost you an entire season. It is not enough to be great for one game and only ok for the others. To reach the Super Bowl, you need to win consistently. The same principle applies in the workplace. Finding and improving upon the consistent baseline performance of your team will set you up for long-term success. Finding the balance is critical here: push too hard, and you risk burnout, but no attempts to improve equals missed opportunities. Consistency: It's not often you encounter unexpected issues, but trust is paramount to navigate through hardships when the going gets tough. This trust extends both ways: as a manager, trusting in your team to perform to the best of their ability, and as a team, depending on the manager to guide them through the business problem. This is best exemplified in this year's Super Bowl. With star receiver Odell Beckham Jr. out of the game, Los Angeles quarterback Matthew Stafford needed to rely on his other receiver Cooper Kupp to deliver them the victory. They scored the necessary points to win the game with the vital trust between them. Establishing trust in your team requires time and effort. These efforts begin with mutual respect for each party and understanding that every team member brings unique value. The team then needs to define all the roles and expectations clearly, and find the best person to fit each position. Lastly, allowing open communication between all team members allows every party to adjust, adapt, and problem-solve more effectively. Ultimately, trust breeds reliability, and knowing you can count on the people around you puts you in the best position to succeed. Trust: To consistently be on the next level, you also have to develop a culture of success. Just like in football, teams and talent change year by year. The great teams understand this and can create a culture for winning to complement the systems put in place. What does this culture look like? It means having a clearly defined goal and direction and a mutual understanding and desire to reach that goal. For the NFL, the goal is clear - to win the Super Bowl. But in the workplace, the goal may be something you need to define—it may not be inherently clear to team members. Communicating this goal to others precisely ensures that everyone is on the same page in terms of direction. However, you also have to empower everyone to strive for these goals together. Building a winning culture: In any team, every team member has their own goals they want to fulfill. Without a team objective, individual members will first seek to achieve their purposes. Thus, having a team target is essential for cohesion. However, team goals should align with each member's personal goals. This requires managers to understand each team member and their dreams and ambitions, using those to create a structure that allows them to succeed in completing the team objective and achieve their personal goals. For example, these personal goals can be developing a new skill or working towards the next level position. When these goals are aligned, team members will be personally motivated to work towards their goals and contribute towards the overall team objective. They will also understand when to put the team's needs over their own, increasing camaraderie and trust in the group. Goals: To effectively strive for these goals also requires a measure of progress. Setting metrics for performance is also crucial in ensuring you are on the right track in the right time frame. Having definite metrics allows team members to keep themselves and other team members accountable. Combined with a system of open communication, the team is encouraged to govern themselves, quickly addressing any issues that may arise, suggesting successful processes and methods to each other, and assisting any underperforming members. Like in the locker room, teams need to be open and honest to adapt and improve, especially when they are not meeting expectations. While it may seem distrustful to have progress metrics in the first place, the fundamental goal is an improvement, not punishment. It shouldn't be seen as a witch hunt for the lowest performer but a collective search for improving structure and processes. Measurement: Lastly, reward the team for their time and effort. Work is hard, and achieving objectives takes a lot of effort. Without time to reflect and celebrate wins, teams can quickly burn out and become distrustful of each other and the work they do. Follow through on promises and compromises made to each team member. Call out excellent performances and share successes: recognize each team member and the value their contributions brought to achieve the goals you set. Encourage positive feedback, and be the most prominent advocate for your team. Ultimately, you understand your team the best, and you also have a responsibility to put them in the best position to succeed. Rewards: Like reaching the Super Bowl, building a Super Bowl level team isn't easy. Like in the NFL, some teams may never achieve their goal within their lifetime. Others may find they fit better in other locations and teams. To be the best of the best, teams need an elite level of consistency, trust, a culture of success, goals, measurement, and rewards. These six key aspects will not only help teams achieve goals but also encourage the best talent to join and be successful as well. About the Author Lomit Patel is the Senior Vice President of Growth at Together Labs (formerly IMVU). Before Together labs, Lomit managed growth at early-stage startups, including Roku (IPO), TrustedID (acquired by Equifax), Texture (acquired. by Apple), and EarthLink. Lomit is a public speaker, author, advisor, and recognized as a Mobile Hero by Liftoff. Lomit's book Lean AI , part of Eric Ries' best-selling "The Lean Startup" series, is now available at Amazon .

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