Team Building requires a lot of internal questions be asked and answered to achieve the ideal environment in which a dream team can be brought to life.
Use these 10 Tips for Team Building to guide your thinking.
Do team members understand why they are part of the team? Do they understand how the strategy of using teams will help the business achieve its business goals? Does the team understand where its work fits in the total context of the businesses goals, vision and values?
Do the team members and the team as a whole feel that it has the appropriate people participating? Does the team feel that its members have the knowledge, skill and capability to achieve the outcomes the team was formed for? Does the team feel it has the resources, strategies and support needed to accomplish its mission?
3. Clear Expectations
Has business owner clearly communicated their expectations about the team’s performance and expected outcomes? Do team members understand why the team was created, it’s purpose, it’s targets and objectives? Is the business supporting the team by providing the appropriate resources of people, time and money? Does the work of the team receive sufficient acknowledgement and emphasis as a priority from the business owner?
Does the team have enough freedom and empowerment to feel the ownership necessary to accomplish its goals and mission? Do team members clearly understand their boundaries, responsibilities and accountabilities? Are team members clear on any limitations (i.e. monetary and time resources) that have been defined at the beginning of the project by the business owner?
Do team members want to be in the team? Do team members feel the team mission is important? Are members committed to accomplishing the team objectives and expected outcomes? Do team members feel their service as valuable to the business as well as their own careers? Do team members anticipate recognition for their contributions? Are team members excited and challenged by being part of the team?
Does the team understand and have team and group processes? Are team members able to working together effectively without interpersonal difficulties? Do all team members understand their own roles and responsibilities and those of other team members? Do team members cooperate to accomplish the expected outcomes? Has the team established rules of conduct in areas such as conflict resolution, consensus decision making and meeting management?
Are team members clear about the priority of their tasks within the context of the objectives of the team? Is there an established method for the teams to give and receive honest performance feedback? Does the business provide important business information regularly? Do team members communicate clearly and honestly with each other? Do team members bring diverse opinions to the table?
Do team members feel responsible and accountable for team achievements? Are rewards and recognition supplied when the team is successful? Do team members fear reprisals? Do team members spend their time finger pointing rather than resolving problems? Can team members see the impact of their efforts through increased business success?
Have priorities and resource allocation been planned across the entire business? Does the team understand the concept of the internal customer—the next process, anyone to whom they provide a product or a service? Is the business developing a customer-focused process-focused orientation and moving away from traditional hierarchical thinking?
Is the business really interested in the change, improvement, growth and innovation the team will create? Does the business value creative thinking, unique solutions, and new ideas? Does it reward people who take reasonable risks to make improvements? Does it provide the training, education, books, video and workshops necessary to stimulate new thinking?