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
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