The work is to become collectively more conscious and intentional, and consciously and intentionally more collective.
Sustainably effective teams and groups possess four key attributes:
- Relatedness - safety and ok-ness, connection, good dialogue, belonging and community.
- Clarity - of purpose, direction, priorities, roles and accountabilities.
- Spaciousness - to think and listen, to breath and sense, for dialogue and generative conversation, to be with what is, to navigate within complexity.
- Courage - of commitment and accountability, the ‘secret sauce’ of intentionality and practice, to step outside of places and patterns that no longer serve.
Working with teams and groups is about you seeing and working on yourselves, through what matters most right now, developing these (and other) attributes - bringing the work into the development and the development into the work.
I have a preference for dialogic over diagnostic discovery, each team and context is unique, so measuring one against a semi-arbitrary scale of others is of limited value.
Bringing thinking and being to the fore in addition to doing is critical. Our world and our upbringing, our measures, tend to be so much about doing, yet growth and development, working with today’s challenges, these really require us to build our muscles of thinking and being.
Some questions and areas that I find useful to prime thinking and for early discovery:
- If the team or group could speak, what would it say?
- What is there from the past that needs to be spoken or given a place before you can move forward?
- What's up with the present that’s no longer appropriate for the future that you see ahead?
- What is the energy for change - the extent to which folks want to create change, and the desire or need to do so collaboratively?
- What do you want to create together?
- What is your part or contribution to the problem or situation you see before you?
- What do you imagine there needs to be more or less of to improve effectiveness (individually, from the team or group, from the leader, by the leader)?
Places to start to improve effectiveness?
Some useful moving forward and 'charter' questions:
- Why does this team/group exist and what for?
- Who or what do we serve?
- How will we be successful?
- What are we excluding, saying no to or refusing?
- How do we behave?
- What's most important right now?
- Who needs to do what?
- How will we know that we are being successful?
- What do we need to sustain ourselves in our good endeavours?
"Under conditions of uncertainty, starting a journey with a very clear plan is dangerous because it limits what you can see to what you think you might see. In complexity, it is better to start a journey with a sense of direction, but not having precise goals."
- Wanting to refresh or repurpose, to reconnect with why and what matters.
- A desire or imperative to scale leadership and overall organisational capacity.
- Sensing that getting better at the 'soft stuff' will result in better delivery of the 'hard stuff'.
- A need to build greater organisational and stakeholder understanding, engagement and contribution.
- Being at a strategic inflection point of choice, opportunity or challenge.
- Addressing dysfunction and inability to have productive courageous conversations.
- Navigating complexity; moving from predict-and-plan to sense-and-respond.
- Building systemic intelligence and promoting systemic health.
- Leading and working in near constant change and unpredictability.
- Understanding and working with transformation.
For example Collaborative teams tend to have a single purpose and outcome, and there is a need for high mutual interdependency for effectiveness and success. Whereas Co-operative groups tend to have a commonality of purpose or interest, but there are as many different outcomes of success as there are members, and the need for interdependency may be more fluid. Getting clear about what form you are matters, knowing that it’s a fit for what lies ahead matters more.