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From NetSpeed Leader Volume 34, October 2007
No organization can function effectively without coordinating the efforts of individual employees. Yet teamwork is sometimes an elusive expectation. The term "dysfunctional" has been applied to the dynamics that arise among team members. In fact, teams often replicate the maddening issues that occur in families.
If you lead a team and you prefer to create one that is highly functional, there are eight basic agreements that must be in place:
Share the vision
Inspire the team by creating a motivating picture of the team's future together. How will their hard work contribute to the organization's success? What gives them pride in themselves, the team and the company?
Get on the same page (sing from the same songbook)
A new team member needs a clear picture of the team's purpose and direction. They also need clarity about their role and how it impacts the team's efforts.
Follow the rules
Clarify corporate policies, procedures and practices. Make sure team members understand the impact of their choices on their careers. Encourage open discussion of stated and unstated norms.
Do what you say you will do
Help team members make commitments to one another and follow through on those commitments. Expect people to meet realistic deadlines. Model fulfilling promises and expect others to do the same.
Play fairly
Distribute work evenly. Expect team members to earn praise and recognition based on their performance. Avoid favoritism when handing out assignments and rewards.
No tattling
Encourage team members to resolve issues at the lowest level. If they are concerned about a co-worker's behavior, they should express that concern constructively to the co-worker, not tattle to you.
No hitting
The workplace equivalent of this age-old admonishment means that the team bans personal attacks, sarcasm, yelling, and flaming messages. Instead, help team members master basic communication practices. Expect civility.
Pick up after yourself
Pay attention to your impact on the team. If you're less than satisfied with your behavior during a difficult discussion, apologize publicly. Commit to improving your behavior and ask for help from other team members to stay on track.
As the team's leader, your attention to these dynamics can guide you to a high-functioning team.
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