Each team member is unique and contributes, with his own talents, to the result.
the succes of a team is dependent on a number of different factors like;
- a bright, accepted and agreed upon objective.
- safety and trust
- the right combination of individual qualities
- and enough time spent to really learn and perform together
Stimulate and encourage each other to improve each time.
To what extent are the team members able to speak to each other related to behavior that does not contribute to the quality and performance of the team? Are the internal standards clear?
There are several ways to boost effectiveness of the team. In what stage of development are you with the team?
Self-awareness contributes to the succes of the team.
Presented in a spider-web, 16-team succes factors makes clear what is going well and where improvements can be made.
The goal: Increase effectiveness. Make energy loss visible. Discuss on the bottlenecks and take targeted action.
Subjects that can be measured are for example;
Objectives (Targets), Decision making, Responsibility, Vision, Communication, Commitment, Creativity, Atmosphere, Emotions, Trust, Appreciation of differences, Meetings, Assessment processes, Roles and responsibilities and the Approach of the Troubleshooting Process.
In addition an Insights Discovery Personal Profile of each team member can be made together with a Team overview. This increases communication and collaboration because no energy will be lost by personal feelings and perceptions.
Making visible the differences in individual perception and experience!
Many teams believe to be in a performance mode. But, unknowingly, the team memebers have a lot of differences in feelings and perception and targets and internal standards are not clear.
This situation can be surprising, as the team has already been training and working together for a long period. One may speak about trust and responsibility but if you really ask, the majority of the team members is not experiencing this, and no one speaks about it to each other.
So what to do?
A team will never perform is there are no clear 'team
Step 1: Find out the differences rating general characteristics of the team and ask each other.
Step 2: Ask about the individual contribution to the general characteristics.
Step 3: Define specific characteristics of your team for which everyone is accountable and live them! Be the example!
Maarten van Heeswijk is coaching this process in a safe and open atmosphere. Everyone will be empowered to participate.
The Team360diagram is a combination of the 'Team development stages' according to Bruce Tuckman ((Forming, Storming, Norming, Performing) and the 'Dysfunctioning of a team' (Trust, Conflict, Commitment, Accountability, Results) by Patrick Lencioni and is based on a feedback model of John Withmore in 'Coaching for performance'.