Signs to look for: Responsibilities are poorly defined, there is a power vacuum, members act independently and avoid responsibility.

Work Processes - how members work together

Once team members know what they are to do and who is to do it, they must determine how they will work together. Typical considerations are:

Decision making - how will each of the team members participate in decision making. Communication - what should be communicated within the team, to whom, by what method, when and how frequently? Meetings - what is the team trying to accomplish, what subjects are to be covered, who is responsible for the subject, how will the meeting be conducted, who should attend? Management style - the leader and the team agree the most appropriate style to meet the situation and the leader should be open to receiving feedback from the team.

Signs to look for: Meetings are poorly attended or seen to be unproductive, decision making is dominated by a few personalities, actions are taken without planning or communication is directed one way.

Relationships - the quality of interaction among team members

As team members work together, relationships often become strained. Individual members must have ways of resolving issuees to ensure good working relationships continue. Sometimes relationship problems occur because of a difference in values or a personality or management style clash. Managers may need to take an active role in soothing relationships during times of conflict. The more energy that is siphoned off because of bad feelings, attitudes or strong emotions, the less energy is available for the team's task.

Signs to look for: Personality conflicts, or members are defensive or competitive.

Team development is a process aimed at improving team performance in any one or all of the five factors in the team hierarchy. After examining your team's performance in these areas, your role as a manager is to identify where your focus for team development needs to be.

Copyright (c) 2008 Chiswick Consulting Limited

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