Autonomous teams are solely responsible for performance execution. However, when a team has a supervisor or team leader, then both the team and the supervisor share responsibilities for performance execution. For example, team members need to be committed to goal achievement and should take a proactive role in seeking feedback from one another as well as from the team leader (if there is one). The burden is on the team to communicate openly and regularly with its supervisor.

Also, team members are responsible for being prepared for the performance review by conducting regular and realistic peer assessments and check-ins. In this way, team members have solid information regarding how their performance is perceived by other team members before they meet the team leader. The team leader also has important responsibilities, including observing and documenting team performance and the relative contribution of the team members. They must also update team on any changes in the goals of the organization and providing resources and reinforcement so that team members will be motivated to succeed.

Building and leading high-performing teams requires specific KSAs. Trust is a critical issue in most organizational contexts, but especially for virtual teams. Team members have to trust their leaders, their peers and the entire organization to be most effective. Second, team leaders also need to help establish a motivating vision and goals for the team. Third, they need to be able to provide helpful feedback to the entire team, as well as individual team members. Related to team performance execution, team performance management can be fun.