Taking a Snapshot of Team Wellness

Published: November 7, 2018

Some teams don’t need a rigorous consultation engagement to get their business on track. If nothing is terribly broken, a small tweak might be enough to make a big difference. Strong relationships of all varieties get in the habit of regular self-checks. Usually, everything is fine. Sometimes, though, the team is alerted to the beginning of a problem. If you catch it early, the trouble never has a chance to take root. Here are some key questions to ask if your team needs a minor adjustment.

Investing in our Foundation

Some teams experience struggle with workplace norms, shared values, and management of conflict. Ask these questions to unveil strength or vulnerability:

  • Are our day-to-day interactions productive, efficient, and true to our values?
  • Is our team mission clear and is everyone on-board?
  • Do teammates handle conflict and differences of opinion with maturity?

Building Trust

Some teams have difficulty establishing trust and psychological safety in the workplace making it hard to work together. Ask these questions to discover wellness or weakness:

  • Do teammates connect and collaborate?
  • Is our workplace a trusting and respectful environment?
  • Do teammates hold themselves and each other accountable consistently?

Fueling Innovation

Some teams are afraid to think differently, stretch themselves, and experiment with new approaches. Ask these questions to reveal assets or liabilities:

  • Are we supported in sharing new ideas and perspectives?
  • Does the organization support exploration and discovery when solving problems?

Managing Change

Some teams resist transitions and have a hard time seeing how to manage new circumstances. Ask these questions to find out whether your team is adapting or resisting change:

  • Have we addressed unresolved issues that are keeping the team stuck?
  • Have we handled recent changes effectively and embraced our new future?

Few teams answer all of these questions with a “yes.” Whether due to action of neglect, there are usually a few issues that rise to the surface when doing a self-check. This is the nature of human interaction. Sometimes we hurt each other even with the best intentions. By asking these questions frequently and having the courage to answer them, teams ensure the strongest investment, the deepest trust, the most daring innovation, and the healthiest response to change.

Photo of Steve Ritter, the co-founder of The Center for Team Excellence

Steve Ritter

Steve Ritter is an internationally recognized expert on team dynamics whose clients include Fortune 500 companies, professional sports teams, and many educational organizations. He is on the faculty of the Center for Professional Excellence at Elmhurst University where he earned the President's Award for Excellence in Teaching. Steve is the former Senior Vice President, Director of Human Resources at Leaders Bank, named the #1 Best Place to Work in Illinois in 2006 and winner of the American Psychological Association's Psychologically Healthy Workplace Award in 2010. Steve provides ongoing workplace culture consultation to many thriving companies including Kraft Foods, Advocate Health Care, Kellogg's, the Chicago White Sox, AthletiCo, and Northwestern Mutual Financial Network.