Your expectations are more likely to be met if you understand your organization. You can contribute to the overall success of the organization. You work with fellow members of the organization to produce these results. Belonging to a team is a feeling of being part of something larger than yourself.
Even though you have a specific role as a parent, you are unified with other organization members to accomplish the overall objectives. The bigger picture should drive your actions. Understand the organization’s mission, philosophies and objectives.
Clarity: Has the Coach or Administration clearly communicated their expectations for the team’s performance and expected outcomes? Do team members understand why the team was created? Is the organization demonstrating constancy of purpose in supporting the team with resources of people, time and money? Does the work of the team receive sufficient emphasis as a priority in terms of the time, discussion, attention and interest directed its way by executive leaders?
Has the team taken its assigned area of responsibility and designed its own mission, vision and strategies to accomplish? 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?
Framework: Do team members understand why they are participating on a team? Do they understand how their strategy will help the organization attain its " business" goals? Can team members define their team’s importance to the accomplishment of the entire organization’s goals? Does the team understand where its work fits in the total picture?
Commitment: Do team members really want to participate on the team? Are they committed to accomplishing the team mission and expected outcomes? Do team members perceive their service as reputable and valuable to the organization and to their own careers?
Do team members anticipate recognition for their contributions? Do team members expect their skills to grow and develop on the team? Are team members excited and challenged by the team opportunity?
Attitude & Ability: Does the team feel that it has the appropriate people participating? Does the team feel that its members have the hunger, skill and capability to address the issues for which the team was formed? If not, does the team have access to the help it with these needs? Does the team feel it has the resources, strategies and support needed to accomplish its mission?
Control: Does the team have enough freedom to feel the ownership necessary to accomplish its goals? At the same time, do team members clearly understand their boundaries? How far may members go in pursuit of solutions? Do all members of the organization understand the team’s accountability as well as their personal accountability? Has the organization defined the team’s authority?
Collaboration: Does the team understand team and group process? Do members understand their role amongst the other teams? Are team members working together effectively interpersonally? Do all team members understand the roles and responsibilities of team members? Team captains? Team managers? Assistant coaches? Parent helpers? Can the team approach problem solving, process improvement, goal setting and measurement jointly? Do team members cooperate to accomplish goals?
Has the team established group norms or rules of conduct in areas such as conflict resolution, consensus decision making and meeting management?
Creative Innovation: Is the organization really interested in change? Does it value creative thinkinking, unique solutions and new ideas? Does it reward people who take reasonable risks to make improvements? Or does it reward the people who fit in and maintain the status quo?
Does it provide the training, education, access to books, videos, seminars, clinics or camps to stimulate new thinking
Consequences: Do team members feel responsible and accountable for team and personal achievements and downfalls? Do they receive recognition and rewards when they are successful? Do team members fear reprisal? Do they engage in finger pointing rather than resolving problems?
Is the organization designing reward systems that recognize both team and individual performance? Is the organization planning to share gains with team and individual contributors and the entire organization? Are strict consequences adhered to for behavioral or negative tribulations-Underage drinking, bullying, vandalism, sexuality issues?
Coordination: Are teams coordinated by a central leadership team must have priorities and resource allocation planned across departments. Do teams understand the concept of being cross-functional and multi-department as commons should working together?
