Team performance: The components

In this article you will find all the components of team performance in reading order.

PREREQUISITES FOR TEAMWORK (Work context) :

Prerequisites for teamwork in order to build a performing team functioning.

NECESSITY OF TEAM WORK (task interdependence): Need to work TOGETHER. The team's raison d'être promotes a strong interdependence of tasks..

TEAM STATUS (Status of the team): The team is proud of its purpose and feels respected by the rest of the organisation. The feeling of respect is a team legacy (good or bad). Questions to ask: Does our team have any legacies / traumas in its history?

SENS OF EQUITY (Overall justice): The organisation promotes a sense of fairness and justice. The sense of justice is also a team legacy (good or bad). Questions to ask: Does our team have any legacies/traumas in its history?

CULTURE OF SELF DEVELOPMENT (Team reflexivity): Ability for the team to step back from the way it operates in order to improve. Does the team have opportunities for introspection?

TEAM COHESION (Team viability):

Do the work processes maintain or improve the ability of our team to work together?

MUTUAL SUPPORT (Helping) : Individual team members' desire to help each other.


PSYCHOLOGICAL SAFETY: OpenDecide integrates and measures the notion of psychological safety of a team. Team psychological safety allows a team to feel safe to share mistakes freely, take initiatives or ask for help. A high level of psychological safety generates a high level of harmony and peace in the team.

To measure the psychological safety of a team, it is necessary to take the average of the 3 components: Benevolence, Learning mindset and Humility mindset.


BENEVOLENCE (Care mindset): (Part of psychological safety) The team functioning allows team members to value themselves fully, without making negative judgements, without rejecting the differences, skills or talents of others.

LEARNING MINDSET: (Part of psychological safety) The team functioning helps to see mistakes as opportunities to learn, not failures to be punished

HUMILITY MINDSET: (Part of psychological safety) the team functioning helps to accept and value weaknesses and vulnerabilities in the team.

BELONGING (Group identification): Team functioning allows its members to identify with the collective.

INTRATEAM TRUST: Sense of trust. Does the team functioning allows its members to rely on each other?

SAFETY MINDSET: The team functioning promotes a very high level of security for people, equipment, data, etc.

TEAM SATISFACTION:

Do work processes satisfy, rather than frustrate, the team? Team functioning that provides for motivation by limiting frustrations.

THE NEED FOR AUTONOMY (Autonomy): The team functioning offers its members total freedom to do the best work and to be themselves.

SKILL SET (Competence): The team functioning helps its members to feel competent enough to succeed in their tasks.

RELATEDNESS: The team functioning leads to fulfilling human relations between colleagues.

MEANING OF WORK (Positive meaning): The team functioning helps to see the meaning of the work and the contribution of each member to the overall mission of the organisation.

MANAGER’S RECOGNITION: The team functioning encourages managers to make themselves available to recognize and encourage team members.

TRAINING (Skills development): The team functioning ensures that members receive sufficient training in line with their needs.

RESOURCE AVAILABILITY: The team functioning provides the necessary resources (budget, equipment, human resources) to work effectively.

ADVANCEMENT: The team functioning offers sufficient opportunities for professional development.

FINANCIAL COMPENSATION: The team functioning ensures that financial recognition is commensurate with the quality of the work done.

ACHIEVABLE GOAL (Goal ambition): The team functioning convinces team members that the objectives are within their reach.

PROPORTIONALITY OF EFFORT REQUIRED: The team functioning helps to get things done smoothly without spending unreasonable amounts of time and effort.

CONFIDENCE IN TEAM SUCCESS: The team functioning helps members to have confidence in their ability to succeed.

WELL BEING AT WORK (Well being): Le fonctionnement d'équipe permet à ses membres de se sentir bien au quotidien.

PERCEIVED WORKLOAD: The team functioning promotes an acceptable quantitative and emotional workload.

TEAM EFFICIENCY (Team task performance):

Do work processes enable the team to meet or exceed its objectives?

CLARITY OF OBJECTIVES AND ROLES: The team functioning provides for clear objectives and roles.

SHARED UNDERSTANDING OF OBJECTIVES: The team functioning ensures that all members are converging in the same direction.

ADHERENCE TO THE OBJECTIVES: The team functioning strengthens commitment to objectives.

STABILITY OF OBJECTIVES (Sustainability of objectives): The team functioning complements short-term objectives with a long-term vision.

ENGAGEMENT: The team functioning encourages everyone to do their best to achieve the objectives.

UNCERTAINTY MANAGEMENT: The team functioning encourages a better handling of unexpected events.

STAKEHOLDER COLLABORATION (Stakeholder dialogue): The team functioning promotes transparency and collaboration with partners and other teams.

INNOVATION (Creativity): The team functioning encourages innovation and initiative to improve performance.

DECISION-MAKING ACCOUNTABILITY: The team functioning leads its members to be able to take responsibility for the decision-making process, to fully assume the consequences of decisions taken and to position themselves quickly.

FEEDBACK CULTURE: The team functioning helps each team member to receive regular feedback for improvement.

Updated on: 21/06/2022