We launched the code of practice for managing teams at our last conference.

A Code Of Recommended Practice For Managing Teams:

1. There is a clearly defined purpose or mission for the team, which includes

  • Specific goals or objectives
  • A planned review process

2. The team assesses its capability

  • Improves the competence of the team
  • Reflects on the balance of team roles
  • Encourages development of the team

3. Principles are established within the team which contribute to effective and satisfying work.  These are recorded and:

  • Adapted to different situations
  • Used for coaching team members
  • Owned by specific teams
  • Adapted in the light of experience

4. Roles within the team provide a focus and are adapted to:

  • The needs of the business or profession
  • Tasks that need to be performed
  • The working style of individuals
  • Feedback received from both both inside and outside the team

5.Team performance measures are established:

  • The requirements of stakeholders are established
  • Expectations are discussed and agreed
  • Performance is monitored, measured and displayed
  • Investments are made in the team focused on improving this perfomance

6. Work is regularly reviewed in terms of the four categories:

  • Personal tasks
  • Shared tasks
  • Personal responsibility
  • Shared responsibility

7. Empowerment and ownership of work is encouraged within the team which:

  • Meets the expectations of customers
  • Reflects individual preferences
  • Allows room for individual initiative
  • Is effectively debriefed

8. Communication is designed to produce a positive and productive team culture:

  • There is a culture in which individuals can say what they think
  • The purpose of meetings determines who is invited along with the size, duration and agenda
  • Meetings do not serve mixed purposes
  • The way in which communication is conducted builds self-confidence, energy and focus
  • Other communication mechanisms are complementary to the fabric of meetings

 9. The level of success meets expectations:

  • The level of performance creates momentum and sustainable success
  • Investments made in the team are evaluated
  • Improvements are made in the light of these discussions
  • High success rate is established
  • The team achieves what it sets out to achieve

10. Feedback is given which recognises individuals contribution to the team and work is redistributed in a way that takes account of:

  • Their work load
  • Their interests
  • How they have performed in the four work categories

The team assess itself on a regular basis and sets targets for improvement.