Opportunity 1:

A sense of mutual respect & trust across team members

Do team members feel (psychologically) safe enough to voice ideas, make mistakes and take risks?

 

What this looks like in the game, classroom or workplace:

o   Team members demonstrate open, honest and supportive communication

o   Team members attempt to include each other, bring everyone along in the game together, celebrate victories together, praise each other for good work

o   Feedback, cues and directions are given in a clear, constructive tone

o   Individuals ask for help and voice ideas without concern about being wrong or criticised, demonstrating trust in each other

o   Individuals avoid saying things that may make others feel insecure or embarrassed

 

Actions strategies for team development:

o   Take time to get to know other team members and learn about them personally

o   Take time to publically or privately recognize team members for actions that help other team members

o   Reach out to new team members to get to know them and answer any questions they may have

o   Develop regular team traditions and social events

o   Whenever possible use face to face communication for critical topics

o   Practice active listening and supportive communication

o   Pro-actively identify & address conflicts between team members early, rather than letting issues simmer

o   Review issues with a focus on finding ways to improve the situation and prevent similar problems, rather than on attributing blame

o   Try to adopt a problem solving approach rather than simply asserting the right way to do things

 


Opportunity 2:

A sense of dependability across team members

Do team members work together effectively? Are they able to depend on each other’s work?

 

What this looks like in the game, classroom or workplace:

o   Team members communicate and work effectively side by side on large or complex tasks

o   Information is shared effectively across groups working on different tasks

o   Team members appear aware of what others are doing and are able to trust each other to work independently

o   Team members check in on each other’s progress, offer help and assist each other

o   Individuals are able to constructively challenge and conflict with each other

o   Team members attempt to systematically resolve disagreements, provide reasoning supporting their solutions, and are flexible to alternative ways of approaching problems

 

Actions Strategies for team development

o   During team meetings, ask for help solving problems or obstacles

o   Establish agreed-upon rules for the type of information that needs to be shared across the team, with whom, and how

o   Draw a visual map of every team member who is dependent on your work and how; and a map of every team member who you depend on & how

o   Establish a team communication protocol: what information is to be shared with whom and how, how are disagreements to be resolved transparently

o   Establish a systematic approach to reviewing problems or conflict, with a focus on finding ways to improve issues and prevent similar problems, rather than attribute blame

o   Try to adopt a problem solving mentality in conversations, rather than just asserting a correct way to do things, identifying errors or attributing blame

o   Provide formal opportunities for open communication and problem solving: questions, feedback, suggestions for improvement, disagreement/conflict resolution

o   Work on projects together rather than just meeting to discuss work you are doing separately

 


Opportunity 3:

Clarity of team decision making processes, roles & responsibilities

Does the team have clearly defined (and agreed upon) roles & decision making processes? Are team resources allocated effectively?

 

What this looks like in the game, classroom or workplace:

o   The team collectively understands and agrees about: the fundamental structure of the team, how decisions are to be made, individual roles and responsibilities, action plans

o   The team has a clearly defined structure and a process for making team decisions

o   Individuals have clearly defined roles and responsibilities

o   Individual experiences and strengths are efficiently identified and allocated to tasks

o   Individuals plan collaboratively, brainstorm together, everybody has a role or is able to contribute

 

Actions Strategies for team development

o   For any decisions you make and actions you plan, clearly define what you need to do to make them successful and by when

o   Develop and use a simple, standard template across the team for presenting items requiring decisions

o   Draft a set of decision guidelines together that identify what types of decisions need to be made by whom and how they are made

o   Create a team decision-making matrix to clarify each team member's decision-making roles

o   Whenever you are making decisions - clearly identify what outcomes the decision seeks to achieve, by when the decision needs to be made, and who needs to be involved in making the decision

o   Whenever facing decisions, try to identify multiple options to choose from, identify the pros and cons of each option

o   For each team priority, clearly identify your own deliverables and the timeline for them

o   Ensure that you and everyone who reports to you has a regularly established 1:1

o   Establish a team communication protocol: what information is to be shared with whom and how, how are disagreements to be resolved transparently

o   Provide formal opportunities for open communication: questions, feedback, suggestions for improvement, disagreement/conflict resolution

o   Set a numerical limit to the number of priorities you adopt at a time, such that, if you add a new priority, an existing one should be removed

o   Draw a visual map of every team member who is dependent on your work and how; and a map of every team member who you depend on & how

o   Create a living document of role descriptions for all team members that is regularly reviewed and updated


Opportunity 4:

Capacity to respond to progress & change

Is the team able to track their own progress and respond efficiently to changing circumstances and needs?

 

What this looks like in the game, classroom or workplace:

o   Individuals communicate clearly about what has happened so far, what they and others are working on, and what still needs to be done

o   Individuals ask for help when they get stuck
Team members check in with each other as they complete tasks, or time passes (e.g., as they approach deadlines)

o   Individuals actively track tasks as they are completed, and as new tasks emerge

o   New information is shared openly as it is revealed

o   Resources are allocated or reallocated to deal with newly emerging challenges

o   All team members are included, have things to do, are not left sitting idly

o   The team is able to respond, problem solve and plan collectively in response to time or other constraints, or complex multifaceted problems they may face

o   Regular task progress review and reallocation of human resources

 

Actions Strategies for team development

o   Make your deliverables and progress easily visible to the whole team

o   Hold regular review sessions together as a team where you collectively assess progress against the team's priorities and discuss obstacles to accomplishing them

o   Periodically discuss in team meetings whether there are any critical tasks which need to be done to which no one is assigned

o   Agree as a team on a set of clear measures of progress, then regularly track and review those measures together

o   Create a living document of role descriptions for all team members that is regularly reviewed and updated

o   Periodically have each team member present their work plan & goals and discuss dependencies between their plan and other team members' plans & goals

o   Create open-space time in meetings for team members to ask any questions they have and share any information they feel might be valuable for other team members

 


Do team members find personal meaning in the work they are doing? Do they believe that their work matters?

 

What this looks like in the game, classroom or workplace:

o   Individuals discuss collaboratively the group’s purpose, priorities and values

o   Individuals discuss and find meaning in what they are doing

o   Individuals relate work tasks to their goals and values

o   Work is aligned with team and individual values and purpose

 

Actions Strategies for team development

o   Explicitly write down team values in a team charter that all team members participate in drafting

o   Periodically review team values together - define specific behavioral examples that exemplify each value, discuss how this value helps the team achieve its goals

o   Identify a set of shared team goals together, celebrate together when they are achieved

o   Discuss as a team exactly what your team priorities mean, and how they can be measured

o   Ensure that all of your own work and deliverables are explicitly connected to a shared set of team priorities and/or personal goals

o   Publicly recognize team members who have exemplified team values - sharing how you felt they did so

o   Share with other team members what excites you about your job, learn about what motivates them in their work

o   Each week choose one team value which you want to focus on developing in your own behavior during that week

o   Take time in discussions with team members or meetings to discuss the purpose of your team/organization & why the work the team does is important

o   Develop together a 1 or 2 paragraph statement of the team's purpose and how the team can measure the impact it is having

o   Agree as a team on a set of clear measures for the team's impact, and then regularly track and review those measures together

o   When you find yourself in conflict or disagreements with other team members, take time to identify any differences in goals and assumptions that you each have

 

 

 

 

 

 

 

 

 

 

 

 

 

Opportunity 5:

A sense of meaning & impact