Begin by deciding what interactions are valuable to measure. Here are a few domains for consideration:
- Unspoken norms guiding the way we treat each other.
- Alignment with the group’s values and direction.
- The constructiveness with which we manage conflict and differences of perspective.
- Exchange of respect and professionalism.
- Mutual accountability for a safe and trusting environment.
- The degree of connection and collaboration between teammates.
- The extent to which we harness diversity to fuel innovation.
- Our appetite for taking smart risks.
- The effectiveness of our coping skills under stress.
- Our ability to refuel and refocus following a change.
For each domain, simply give your team a rating from 1 to 5 where “1” represents unhealthy interaction and “5” reflects healthy exchange. So, in a quick glance, how is your team doing? What are the areas of glaring strength and weakness? Can you leverage the strength to address the weakness? What challenges should we tackle first?
Much of this depends on the pervasiveness of the problem. If everyone on the team agrees about a team vulnerability, the motivation to solve the problem will enjoy consensus. If only a few outliers are trumpeting the pain, you might have to give voice to the minority. If the team has, for some reason, divided into “us” vs. “them” factions, you may have to go back to the drawing board and find clarity about the mission, values and vision that anchors the foundation of the team.
Ask three questions:
- Where are we in “The 4 Stages of a Team?”
- Why are we in this stage?
- What actions should we take to move our team forward?
