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Developing An Effective Team: But First Assess Your Team
Developing An Effective Team: But First Assess Your Team
People are always asking me about good (proven) techniques for developing and supporting
teams, networks and communities.
This is an introduction to my favourite fifteen techniques with a short description of each. These
techniques work for teams with all kinds of `distribution profile' from fully co-located to fully
distributed and can be delivered by a virtual coach almost as well as a physically present coach.
Also I have found they will generally work with both single and multi- organisation teams (such
as networks of different companies and professionals).
The list is not intended to be a detailed "how-to" guide. Rather its purpose is to introduce each
technique so you can explore it further if it sounds relevant.
b) Conduct a quick health-check with a cross section of the team leaders and members to
establish what shape the team is in.
I don't like questionnaire-based health checks for teams - they often identify so many issues you
can miss the really important ones.
An alternative approach is to use the 15 techniques (plus your own) as a checklist for a team
discussion around the questions:
1. Have we done this?
2. What shape are we in and do we need to do more?
3. How important will this bit be for the team?
4. Is this a top 3 priority item or not?
This should identify the top 3-4 issues for the team and which techniques will produce the
biggest initial benefits.
My Top 15 Techniques
If you don't do this one properly then all the rest won't matter - things to be considered here are:
Team Objectives
Phases and Timelines
Sponsor(s)
Customer(s)
Outputs
Leading Indicators
Deliverables
Outcomes
Critical Success Factors
Risks
SWOT
USPs/Uniques (for networks)
Competitor/Collaborator Identification
TECHNIQUE 2. Establishing Team Capabilities for the job and spotting the gaps
This technique identifies two things for each team member - Capability Areas and Capability
Types and lets them each self-assess using a matrix where they are. It can be used by an
individual (Areas=Experience/Work Areas and Types=Activities) or a company (Areas=Sectors
and Types=Services).
Once each member's matrix is completed these are all consolidated to establish where the teams
main zones of capability are. (I call this a Capability `Heatmap').
In a virtual team the heatmap is then compared with the capabilities needed to do the job to
identify issues and missing skills/players
In a virtual network or virtual professional community the heatmap is used to identify best sales
areas for quick wins, where additional members are required, alliances and product development
strategy.
The technique uses best practices in categorising different business cultures to first identify the
old team cultures.
The required new team culture is then identified and discussed and we can then establish any
critical actions where there are important differences between the old and the new.
This technique can also identify if you have a team with more than one significant sub-culture
which can result in huge conflict and people taking sides if not identified early enough.
`Karma' in life means you only get out what you put in - the same applies to teams and networks.
Individual ambitions are distinct from team goals (see under Technique 1) - however very few
teams make member personal expectations explicit.
Team karma identifies what each member wants out of their participation and what
accountabilities and roles they will commit to achieve it.
We can then aggregate the accountabilities to see if the team has enough to get the job done!
It's a fact of life that most team or network members want more out than they are prepared to put
in.
It is only when this is shown to all team members collectively that the impact of these unrealistic
expectations can start to be addressed.
Without a personal collaboration strategy many team members inevitably feel taken advantage
off by others and simply "silently disengage" from the team in terms of their commitment and
participation. This technique uses nature's most effective collaboration strategy "Tit for Tat".
CONSENSUS
MAJORITY RULE
MINORITY RULE
AVERAGING
EXPERT
AUTHORITY RULE WITHOUT DISCUSSION
AUTHORITY RULE WITH DISCUSSION
This technique also reviews the role of (large) team meetings in decision making and identifies
alternatives where this is counter productive.
The technique works by identifying "clusters of collaboration" within a group and the different
roles appropriate to each company in such a cluster including:
TECHNIQUE 11. Assessing a teams beliefs versus High Performing Team Beliefs
This technique identifies the main beliefs of the team members about teamwork through a simple
questionnaire.
These questionnaires are then consolidated and compared with the beliefs of "high performing
teams" to identify potential issues and opportunities for improvement.
It is critical to ensure the essential nature of the team is well understood before any help and
support is suggested.
For example a fundamental question is - "Is this team a Recommending, Doing or Managing
Team?"
However most teams have a flawed approach of collaborative document development which at
its worst is totally "lone ranger" and at best collaborative document review only (but not
collaborative development).
This technique provides a simple method for developing documents collaboratively right from
the start but without taking forever to deliver!
It covers three different forms of collaborative document development (sequential, parallel and
reciprocal), two forms of document review routing (ring and star)and helps a team chose the
right one.
It also identifies different technology approaches to document collaboration from the very simple
to the very sophisticated.
TECHNIQUE 14. Autonomous Behavior Modelling
Almost all team leaders want their teams to take more ownership and initiative.
However team leaders may shy away from "self-managed" teams because of a perception that
this would be an abdication of their leadership or the fear of it leading to anarchy and chaos.
Also most collaborative product is produced by sub-groups within the team and reviewed by
wider groups.
If these sub-groups are not right or missing key players or involve some poor relationships then
this will damage the team's productivity and quality.
This technique uses best practices in social network analysis to identify the relationships, both
strong and weak, the team needs for success and the actions it needs to take to nurture these
relationships.
These team network actions are for the whole team and not just the leaders as they need to build
on existing team relationships where they exist