Discover the 7 C’s framework for high-performing teams based on 30+ years of research. Learn how capability, cooperation, and coordination drive real results.
You know that feeling when everything clicks on a team? When projects flow smoothly, everyone’s in sync, and you actually enjoy the work?
That’s not luck. It’s the result of specific, measurable factors that researchers have spent decades studying.
Eduardo Salas and Scott Tannenbaum analyzed thousands of teams across industries from surgical units to software development. Their conclusion? Seven critical elements separate high-performing teams from the rest.
Here’s what they found and how you can use it.
What Are the 7 C’s of Team Effectiveness?
The 7 C’s framework identifies seven research-backed drivers of team performance:
- Capability – Having the right skills and knowledge
- Cooperation – Working together toward shared goals
- Coordination – Synchronizing efforts and resources
- Communication – Sharing information effectively
- Cognition – Maintaining shared understanding
- Coaching – Supporting continuous improvement
- Conditions – Creating the right environment
Think of these as the building blocks of team success. When any are missing, performance suffers. When all seven are strong, teams consistently outperform expectations and this aligns closely with the essential attributes that distinguish high-performing product teams.
The Science Behind High-Performing Teams
Salas and Tannenbaum didn’t base this framework on management theories or feel-good stories. They studied teams where performance literally means life or death: emergency response crews, surgical teams, military units, and aviation crews.
Their research, published in “Teams That Work” by Oxford University Press, represents one of the most comprehensive studies on team effectiveness ever conducted.
The key insight? Successful teamwork isn’t personality-driven or based on chemistry. It follows predictable patterns you can build and measure.
Breaking Down Each of the 7 C’s
1. Capability: Building the Right Skill Mix
Capability means your team collectively has all the skills needed to succeed. This goes beyond individual talent to focus on how skills complement each other.
What this looks like:
- Technical skills match project requirements
- Team members cover each other’s knowledge gaps
- Everyone understands their role and responsibilities
- Skills are continuously updated as needs evolve
Common problems: Teams with similar skill sets, missing critical expertise, or unclear role definitions.
2. Cooperation: Moving Beyond Individual Goals
Cooperation is about genuinely supporting each other’s success, not just being polite in meetings.
What this looks like:
- Sharing credit for wins, taking collective responsibility for setbacks
- Helping teammates overcome obstacles
- Making decisions that benefit the whole team
- Building trust through consistent actions
Common problems: Internal competition, information hoarding, or individuals prioritizing personal recognition over team success.
3. Coordination: Synchronizing Your Efforts
Even capable, cooperative teams fail without proper coordination. This is about timing, sequencing, and resource allocation.
What this looks like:
- Clear workflows and handoff processes
- Synchronized timing across different work streams
- Efficient resource allocation without duplication
- Smooth transitions between project phases
Common problems: Bottlenecks, duplicated effort, poor timing, or unclear dependencies.
4. Communication: More Than Just Talking
Effective team communication is specific, timely, and purposeful. It’s not about how much you communicate, but how well.
What this looks like:
- Information flows freely in all directions
- Messages are clear and actionable
- Difficult conversations happen constructively
- Everyone practices active listening
Common problems: Information silos, unclear messages, avoided conflict, or communication overload.
5. Cognition: Sharing Mental Models
Team cognition means everyone operates from the same understanding of goals, priorities, and how to achieve them.
What this looks like:
- Team members can predict each other’s needs
- Everyone understands how their work fits the bigger picture
- Shared frameworks for discussing complex problems
- Collective problem-solving that leverages diverse perspectives
Common problems: Conflicting priorities, misaligned expectations, or operating from different assumptions.
6. Coaching: Continuous Development
Coaching in high-performing teams flows in multiple directions. It’s not just managers developing direct reports.
What this looks like:
- Regular, specific feedback focused on improvement
- Peer mentoring across experience levels
- Learning from both successes and failures
- Creating growth opportunities for all team members
Common problems: Rare or defensive feedback, one-way development, or avoiding difficult performance conversations.
7. Conditions: Setting Up for Success
The best teams fail without proper conditions. This includes resources, organizational support, and environmental factors.
What this looks like:
- Adequate time, budget, and tools for the work
- Clear organizational support and alignment
- Appropriate decision-making autonomy
- Recognition systems that reward team performance
Common problems: Unrealistic deadlines, inadequate resources, conflicting organizational priorities, or lack of autonomy.
How to Implement the 7 C’s Framework
Start with Assessment
Before improving anything, honestly evaluate where your team stands on each element. Rate each C on a scale of 1-5:
- Which are your strongest areas?
- Where are the biggest gaps?
- Which improvements would have the most impact?
Focus on Fundamentals First
Don’t try to fix everything at once. If communication is broken, address that before optimizing coordination processes. If you lack basic capabilities, close skill gaps before refining coaching approaches.
Make It Everyone’s Responsibility
While leaders create conditions and model behaviors, every team member can contribute to cooperation, communication, and coaching.
Measure and Iterate
High-performing teams continuously assess and adjust. Regular retrospectives should examine not just what you accomplished, but how well the 7 C’s are functioning.
Common Questions About Team Effectiveness
How long does it take to see results?
Most teams see improvements in 4-6 weeks when focusing on one or two C’s at a time. Significant transformation typically takes 6-12 months of consistent effort.
Which C is most important?
Research shows they’re interconnected. However, communication and cooperation often provide the foundation for improving the others.
Can this work for remote teams?
Absolutely. The 7 C’s apply regardless of location. Remote teams often need to be more intentional about communication and coordination, but the principles remain the same.
How do you measure team effectiveness?
Track both outcomes (project success, quality metrics) and process indicators (communication frequency, feedback quality, conflict resolution speed).
Why Most Team Building Fails
Traditional team building focuses on personality assessments or trust falls. The 7 C’s framework addresses the actual mechanics of how effective teams operate.
It’s not about getting along better (though that often happens). It’s about building systematic capabilities that drive consistent performance. While the 7 C’s provide one powerful approach, they’re part of a broader landscape of proven team effectiveness models that product leaders can apply depending on their specific challenges.
Your Next Steps
Pick one of the 7 C’s where your team has the biggest opportunity for improvement. Then take one concrete action this week:
- Capability: Conduct a skills gap analysis
- Cooperation: Start a weekly wins-sharing practice
- Coordination: Map your current workflows
- Communication: Implement daily standups
- Cognition: Align on success definitions
- Coaching: Schedule peer feedback sessions
- Conditions: Audit your resources and constraints
The Bottom Line
Building high-performing teams isn’t about hope, chemistry, or charismatic leadership. It’s about systematically strengthening these seven research-backed drivers.
The teams that consistently deliver exceptional results are the ones that intentionally build these capabilities. Now you know what they do differently.
For leaders looking to dive deeper into practical team development strategies, consider exploring our Building High Performing Teams workshop that provides hands-on tools and techniques for helping your teams excel.