Together these six areas create a dynamic set of levers which can be focused on and adjusted. In my experience of working with teams, especially remote teams, it’s likely that some areas are doing well, and one or more need attention.
I’ve shared quite a bit about the Six Factors during the seven years of the post several times, including this post back in 2014 – # 8 in this daily blog series.
As you read through these, consider what are the elements or levers your team could benefit from some attention around:
1. Shared purpose or mission - Your WHY? Why do you exist? How might this have changed? What are you doing to reconnect everyone into this on a regular basis?
2. Shared performance goals - What are the goals you are working on for Q2? How do they connect in with others?
3. Shared behavioral norms - What are the ways you do things? What makes your team unique in terms of how you do things? What’s acceptable and what’s not? Our norms define our culture and help to differentiate us.
4. Shared team practices - What are the things you are doing to keep things moving as a team? How have your meetings evolved? What are you doing to focus on both relationship development and results?
5. Shared commitment - What are you committed to, NO MATTER WHAT? How do you have each other’s backs?
6. Clear roles - What are the different roles required on the team to do your best work? Who is best suited to play what role?
How do you rate as a team on each of these six factors? You may want to rate them on a scale of 1-10 with one being low and 10 being high. Which areas do you need to work on or create together?
What are the levers which need attention? Where would you like to focus as a team, going forward?