At Higher Standards, we teach and practice the Twelve C’s…
Twelve areas that will not only improve the communication and functionality of a group, but also provide a clear understanding of the group’s purpose for the future.
1. Context: Do Team members understand why they are participating on the Team? Do they understand how the strategy of using Teams will help the organization attain its communicated business goals? Can Team members define their Team’s importance to the accomplishment of corporate goals? Does the team understand where its work fits in the total context of the organization’s goals, principles, vision and values?
2. Clear Expectations: Has management communicated to the group its expectations? Do Team members know why the Team was formed? Do members understand what will happen if the expected outcomes are not achieved? Does the Team clearly understand the resources that the organization will provide?
3. Competence: Are the right people on the Team? Do the members have the necessary skills and knowledge needed to handle any issues that might arise? Are they capable of dealing with problems and, if not, do they have access to someone who can provide them with resources? Do members of the Team have confidence in each other?
4. Commitment: Do Team members want to participate on the Team? Do they feel that they bring a valuable resource to the group? Do team members feel the Team mission is important? What kinds of incentives encourage the Team to do well?
5. Control: Does the Team have enough freedom and empowerment to feel the ownership necessary to accomplish its goals? At the same time, do Team members clearly understand their boundaries? Is there a process that allows it to review its current practices and implement a checks and balances system? Is the Team’s reporting relationship and accountability understood by all members of the Team? Do team members hold each other accountable for timelines, commitments and results?
6. Charter: Has the Team taken its assigned area of responsibility and designed its own mission, vision and strategies to accomplish the goal? Has the Team defined and communicated its goals, its anticipated outcomes and contributions, its timelines and how it will measure both the outcomes of its work and the process the team followed to accomplish their task? Does the leadership Team or other coordinating group support what the Team has designed?
7. Communication: One of the most important and yet misunderstood concepts in team building. Members need to be clear about the priority of tasks and have a method of providing feedback in an honest yet respectful manner. Do Team members communicate clearly and honestly with each other? Do Team members bring diverse opinions to the table? Are all Team members comfortable in communication their thoughts?
8. Collaboration: Without it, a Team will ultimately fail.There are several stages of group development that are important in creating Teamwork results that are productive. Groups go through several stages of development. Tuckman’s model maintains that four stages known as forming, storming, norming and performing are essential and inevitable in order for a team to grown, tackle challenges, find solutions and deliver results. Do the Team members understand their role in the team and the group process? Can the Team approach problem solving, process improvement, goal setting and measurement jointly?
9. Culture: Effects the communication and collaboration of the Team. Although a Team is a smaller part of a larger group, this does not mean that the culture of the group will be the same. Members of the group need to recognize this possibility and adapt to possible changes. The Team may be responsible for implementing cultural changes into the larger organization, if it finds that those strategies work well within its group.
10. Consequences: Do Team members feel responsible and accountable for the Teamsachievements? Are rewards and recognition supplied when Teams are successful? What is the expectation when negative results are achieved? What about positive results? Will the success of the group be shared individually with members or only with the organization as a whole? Will the group members be able to see how their accomplishments impact the organization?
11. Coordination: Is there a central leadership Team that assists the group? Does the group have an established leader that reports to central management? Whom do they go to if they need assistance? Is a hierarchy in place or does it need to be developed? Do Teams understand the concept of the internal customer—the next process, anyone to whom they provide a product or service?
12. Creative Innovation: Without it, a Team will not be able to act as a change agent. The group must value creative thinking, as well as be open to new ideas and unique solutions to problems. Members need to be rewarded when they think outside of the box, even if the idea does not always come to fruition. Members should be stimulated with training and have access to resources that encourage new and creative ideas. Do you believe the organization we are a part of values change and are open to new ideas? Does it value creative thinking, unique solutions and new ideas? Does it provide the training, education, access to books and films, and field trips necessary to stimulate new thinking?
In order for a Team and a company to move forward and keep up with trends and changes within their particular industry, Team members need to contribute creative thinking and practices towards their tasks.