Builds clear visibility to the drivers of organisational objectives together with accountable measures so that each team member monitors their own achievements. Our practical approach to enabling a new team; one that is faltering or a team in renewal, to work more effectively together has proven to be much faster than standard approaches. Goal and role clarity together with meaningful and accepted commitments and performance measures at both the individual and team level are negotiated and agreed to. Our processes build clear visibility in organizational objectives together with setting accountability measures so the team monitors their own achievements. Strategies for aligning effort through intrinsic motivations are made explicit and built in so that engagement is sustained.
- Purpose: Who do we serve? Members identify what the team’s contribution is to organisational objectives and what each team member’s role contributes to the team.
- Team value: What do we bring to the customer? Members identify their customer/s, whether internal and/or external, and what their unique value proposition is to the customer. Mechanisms for listening, recording and responding to the customer voice are agreed.
- Talents & Unique contributions: How do we express our strengths? Members identify how their strengths contribute to their role and leverage the effectiveness of the team. Role and team boundaries are defined and boundary riding protocols established.
- Objectives: What are our measurable outputs? Team members agree the tangibles they will deliver and what will be in place to ensure this is done reliably. The resources required and how these will be applied, controlled and scheduled is agreed.
- Critical Success Factors: What needs to be in place for real success? Team members work to define what team results looks like in action and outputs, and the essentials critical to ensuring it happens.
- Operating principles: How do we work with each other? Team members prioritise individual and agreed team values and how these values translate into foundation behaviours upon which trust is built. Interpersonal effectiveness markers including “rules of the game” and non-negotiable behaviours are agreed.
- Chartering: “How committed are we?” Agreements are contracted in a Team Charter.
Team members benefit from the confidence and personal accountability goal, role and task clarity brings and their organization benefits from the rapid performance improvement as team outputs align directly to objectives.