12 C’s for team building
- Clear Expectation. Does the team know what it should do? Do team members know their priorities?
- Context. Do team members understand the overall strategy? Do they know what they are trying to achieve?
- Commitment. Is the team committed to the goal? Do team members think that their effort will be valued?
- Competence. Is the team comfortable with the required skills and thinks it can perform well?If not, does the team have access to external resources?
- Charter. Has the team defined its own goals, mission, and strategy? Does it know what it should accomplish and how to measure itself against the goal?
- Control. Does the team know its freedom and its boundaries? How accountable is the team? How much can the team self-manage?
- Collaboration. Do the team members work together towards the main goal? Can the team solve problems as a team? Does the group know how to perform conflict resolution, decision making and meeting management?
- Communication. Do team members know what is expected of them and do they communicate with each other? Can team members express their opinions to others easily and expect to be heard?
- Creative Innovation. Are people rewarded for creative thinking? Are team members trained, developed, and coached and are put in creative environments using events such as field trips?
- Coordination. Are team members coordinated, so they know what they should do, where and when? Is the team put in contact with other teams, other departments, and resources available for the team?
- Consequences. Do team members understand the risks they are taking? Are members committed to solving problems or is there a blame culture? Do team members feel responsible and accountable?
- Cultural Change. Is the team setup vertically or horizontally? Traditional hierarchal management is usually inadequate in today’s worlds as the team needs to function in a fast changing environment.Are team members rewarded both financially and non-financially?
