Five questions to ask in your team

Getting explicit about what we expect from ourselves and others is an important and underutilised approach in most teams. Photo by Fred Kloet on Unsplash

One of the biggest limitations to team performance is that they operate on invisible assumptions. Invisible, not incorrect. Each of us brings with us a range of assumptions about ourselves, others and teams in general that will influence the way that we operate and contribute in our teams. More often than not, these assumptions are not discussed. They are not explored and engaged with. As a result, they apply invisible forces to our teams.

The five questions below are a modified version of what I use when I am working with leaders and teams. In the coaching world, it is what might be called contracting. Not formal and legally binding contracts, more about getting explicit about what we expect from ourselves and others. It is an important part of coaching and an underutilised approach in most teams. Here are the questions (and a brief explanation about why they are helpful). As an aside, I always use them in this sequence.

1. What do you want to get out of being a part of this team?

This is about ensuring that individuals are able to express and receive value from being a part of the team. Relying on altruism (that people will do the right thing simply because it's good for others) or extrinsic motivation such as money are risky and less sustainable approaches.

2. What do you need from others to make being a part of this team valuable?

This is an opportunity for team members to share their hopes and expectations of each other. Quite often, this surfaces topics such as listening, psychological safety and contribution.

3. What are you willing to put into the team?

After telling others what they expect, this is an opportunity for individuals to make public commitments about what they will put into the team. It reinforces that being a team requires a balance of give and take from all members.

4. What do you expect from the appointed leader?

Another conversation that doesn't often happen and is valuable for both the leader and team members. Most important is the discussion that arises from this, it's not about a leader delivering on a laundry list of expectations. If a team member expects something that a leader can't or won't deliver, it is useful to have this conversation proactively rather than as a result of not having their expectations met.

5. How will this program’s success help others?

Any team needs to add value beyond its own boundaries. This could be to others in the same organisation, to customers, shareholders or any number of groups depending on the team's context. Keeping this front of mind and exploring some of the less obvious groups that benefit from the team's work can add greater sense of purpose to the team's work.

No reflective questions this week - the five above are enough! I would love to hear your thoughts and what your experience is if you use these questions with your team.