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.
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