Team Dynamics and Strategy

Why Are We Here?

• The team's purpose should be clear and well-defined for all members.
• Measurable goals should be established for success assessment.
• Objectives must align with the organization's mission.
• Team members should be highly motivated to succeed.

Where Are We Starting From?

• The team should understand external factors influencing its success.
• The team should be aware of its internal strengths and weaknesses.
• Key stakeholders should be identified and managed effectively.

What's the Plan & Process?

• A strategy and tactics for achieving goals should be established.
• Planning and review processes should be clear and well-defined.
• Commitment is critical for success.

Who Is On The Team and Responsibilities?

• Clarity in roles and responsibilities is crucial.
• Team structure should be optimized based on challenges.
• The team needs to be flexible, adding members or reassigning roles when needed.

How Should We Work Together and Adapt?

• Teams must co-create and collaborate effectively.
• Interpersonal dynamics require attention, focusing on trust and conflict management.
• Teams should establish behavioral standards for communication, decision-making, accountability, and psychological safety.
• A culture of learning and continuous adaptation is vital, with feedback and experience informing the team's work.

Peter Hawkins’ Five Disciplines of Team Coaching

• Commissioning: Defining the team's purpose, mission, and value to the organization.
• Clarifying: Outlining goals, roles, and processes for the team.
• Co-Creating: Building a collaborative culture within the team.
• Connecting: Ensuring the team is well-connected with external stakeholders.
• Core Learning: Creating a culture of continuous learning and adaptation.

Ruth Wageman’s Six Conditions for Team Effectiveness

• Real Team: Clearly defined boundaries, stability, and interdependency among members.
• Compelling Purpose: A clear, motivating purpose aligned with organizational goals.
• Right People: Team members possessing the required skills and diversity.
• Sound Structure: Appropriate size, clear norms, and effective collaboration processes.
• Supportive Context: Adequate resources, information, rewards, and organizational support.
• Team Coaching: Ongoing coaching and guidance to navigate challenges and improve.

David Clutterbuck’s PERILL Model

• Purpose and Motivation: Ensuring clear purpose and motivated team members.
• External Relationships: Managing relationships with external stakeholders.
• Resilience: Building the team's ability to handle setbacks and change.
• Internal Processes: Effective processes for decision-making, communication, and conflict resolution.
• Learning: Promoting continuous learning and development within the team.
• Leadership: Strong, adaptive leadership supporting the team's needs.

Curphy and Hogan’s Rocket Model

• Context: Understanding the environment, including organizational culture and external factors.
• Mission: Defining a clear mission outlining the team's goals.
• Talent: Ensuring the right mix of skills, experience, and diversity.
• Norms: Establishing clear norms and expectations for behavior and decision-making.
• Buy-In: Building commitment and enthusiasm for the mission and goals.
• Power: Clarifying decision-making authority and aligning it with the mission.
• Morale: Maintaining team morale through trust and respect.
• Results: Focusing on achieving outcomes and measuring progress.

Patrick Lencioni’s Five Dysfunctions of a Team

• Absence of Trust: Lack of vulnerability leading to closed communication.