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Team functioning : The components

In this article, you will learn more about the functioning modes.

OpenDecide allows each member of your team to express his or her vision of how the team functions today, as well as his or her wish to function better tomorrow.

OpenDecide is currently analyzing 12 work processes through 3 different operating modes (Directive, Participative and Autonomous).


To this end, OpenDecide compiles various studies on the evolution of organizational modes. This evolution is the product of changes in employees' expectations and the transition in the nature of the tasks to be performed by our companies.

In order to offer an experience that is both efficient and pleasant for our users, we have chosen to reduce the number of operating modes to 3.

Experience shows that this approach covers more than 99% of the team functioning modes in use today.

❗️❗️ VERY IMPORTANT : Before describing them, it is important to remember that no operating mode is better than another, and that no team has 100% of its processes in autonomous, directive or participative mode. Each team has its own mix adapted to its context and maturity. The significant factor in performance is not the mode of operation, but the level of alignment between the team's current mode of operation and the ideal one (with the context).


Is a mode of operation based on centralisation of activities and absolute trust in a single person, often the manager. The directive mode favours speed by not integrating the opinions and feedback of the team.


Is a mode of operation based on centralisation around a single person (the manager for example). However, this authority consults and integrates the opinions of the team in its reflections and decisions. The leader assumes final responsibility.


Is a mode of operation in which the team becomes responsible for its own functioning. The manager plays the role of "sage" and "coach" in the team. He/she becomes the guardian of the work processes that the team has co-constructed. The team members collaborate with each other on a daily basis and call on the manager when they need advice.


Here are the 12 work processes so that you can explain them later, especially if there is a misalignment between the current and desired processes.

A misalignment is represented by an exclamation mark in front of the work process on the platform:

DEFINITION OF THE TEAM PURPOSE: How would you like the team purpose to be defined?

MANAGEMENT OF TEAM SPIRIT: How would you like to maintain your team spirit?

DEFINING THE OBJECTIVES AND INDICATORS: How would you like the objectives and indicators to be defined?

DEFINING THE ROLES AND RESPONSIBILITIES: How would you like the roles and responsibilities to be defined in the team?

WORKLOAD MANAGEMENT: How would you like to manage the workload in the team?

TENSION SOLVING: How would you like tensions and conflicts to be managed?

IMPLEMENTATION OF VALUE SYSTEM: How would you like the value system of your organisation to be expressed?

MEETING ETIQUETTE: How would you like to organise your meetings?

MANAGEMENT AND SHARING OF INFORMATION: How would you like the distribution of information to be managed in the team?

EVALUATION AND RECOGNITION MANAGEMENT: How would you like evaluation and recognition to be managed in the team?

SKILLS MANAGEMENT: How would you like the development of skills to be managed?

RECRUITMENTS AND INTEGRATION MANAGEMENT: How would you like new members of the team to be recruited?

Updated on: 06/12/2021

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