| A team culture is necessary for success. Working | | | | boss. |
| together effectively is not automatic. It takes a | | | | 5. Create off site team building activities quarterly. |
| specific effort and the development of a culture | | | | Social gatherings, athletic activities, laser tag or |
| that is supported by executive management. | | | | other activities that build unification and trust in |
| Shared experiences create unity and value. | | | | each other. |
| Knowledge transfer is essential for an organization | | | | 6. Don't just talk about empowerment and |
| to grow. Without knowledge transfer and the | | | | delegation, believe in it and demonstrate that |
| sharing of success it is difficult for the group to | | | | belief by allowing the team members to make |
| share any vision and work toward common goals. | | | | decisions and take independent action. |
| 1. Create an intentional communication strategy. | | | | 7. Take complex plans and strategies and assign |
| Your Management team must understand and | | | | accountability and ownership. This creates more |
| support a common vision. This requires clarity. | | | | efficiency and leverages creativity. Assign |
| Clarity begins with effective communication. Make | | | | responsibility according to individual passions. |
| sure communication from your Management team | | | | 8. Brainstorming must be encouraged to release |
| reaches all employees. | | | | team innovation. Bouncing ideas off one another |
| 2. Do not set up intentional competition in the | | | | stimulates creative thinking which leads to creative |
| workplace. Try to insure that individual skill sets | | | | solutions. This in itself bonds individuals into a |
| compliment one another rather than compete | | | | common purpose. |
| with one another. Spread the responsibility and | | | | 9. Ask for solutions assigning both responsibility |
| authority around by alternating leaders for various | | | | and empowerment. Ownership of ideas and |
| tasks. Look for star potential and introduce | | | | initiatives builds commitment. Involving the team in |
| coaching & mentoring as a skill set. | | | | creating direction and solutions through |
| 3. Create team ownership in the decision making | | | | empowerment generates commitment to the |
| process but it's not management by committee. | | | | tasks necessary to meet objectives. |
| Avoid group think by making sure that individuals | | | | 10. Challenge your management team. Reliance on |
| express opinions openly without intimidation. | | | | team effectiveness minimizes risk by being more |
| Responsibility must be accompanied by authority | | | | flexible and adaptive than relying on a single |
| and accountability. | | | | individual. No one individual alone can jeopardize |
| 4. Build trust and respect by giving trust and | | | | success. The loss of one team member can be |
| respect. Act as a coach or mentor and not a | | | | overcome without losing sight of the objectives. |