0
0
This is the second part of a series examining the application of Peter Hawkins 5 Components of Teams. In each of the articles, I will look at each of the following.
• Commission: Why are we here and who cares?
• Clarifying: So what exactly is this team? …
• Co-creation: How are we going to work together to make this happen?
• Connecting: Spreading enthusiasm and message beyond the island of the team.
• Core Learning: How doe we grow and learn collectively?
Part 2: Clarifying – So What Exactly Is This Team?
In Peter Hawkins’ model of systemic team coaching, Clarifying is the second critical component that defines how a team operates, communicates, and delivers results. After establishing Commissioning (why the team exists and who cares about its work), the next step is to clarify what the team is, what it does, and how it works together. Without clear roles, goals, and processes, teams can flounder in uncertainty, miscommunication, and inefficiency.
Clarifying Roles, Goals, and Processes
The process of clarifying helps a team move from ambiguity to precision. It involves defining each member’s role, setting clear goals, and agreeing on how the team will work together. Let’s explore some tools and frameworks that can assist teams in getting to this clarity:
Tools & Reflections for Clarifying
1. Written Charter/Rules/Manifesto
A team charter outlines the team’s mission, vision, and shared values, as well as individual roles and responsibilities. A common tool here is the RACI Matrix (Responsible, Accountable, Consulted, Informed), which helps clarify who is in charge of what. Additionally, models like the Belbin Team Types are useful for understanding individual working styles and how team members can complement each other based on their natural strengths. Establishing these frameworks early on fosters mutual understanding and accountability.
2. OKRs & KPIs
Objectives and Key Results (OKRs) and Key Performance Indicators (KPIs) are essential in clarifying the team’s purpose and ensuring that every member understands what success looks like. OKRs define what the team aims to achieve and the measurable milestones along the way, while KPIs track progress against these goals. When used effectively, OKRs and KPIs create alignment, providing clarity on both outputs (what is delivered) and outcomes (the impact of the team’s work).
3. Nancy Kline’s Thinking Environment
Clarity in a team also involves creating an open and inclusive communication culture. Nancy Kline’s “Thinking Environment” is a valuable tool that promotes deep listening and equal participation. It encourages an environment where everyone can contribute, ensuring that diverse perspectives are not only heard but also valued. This is especially important when it comes to surfacing ideas, addressing potential conflicts, and ensuring psychological safety.
4. Team Charter
A team charter goes beyond role definitions. It formalizes how the team will work together, setting expectations for behavior, communication, and decision-making processes. It can also include agreements about how to handle conflict, how often the team meets, and the metrics for success.
Challenges in Clarifying
Even with the best tools, clarifying a team’s role and processes can be challenging. Some of the common obstacles include:
1. Language and Cultural Barriers
In diverse teams, differences in language and cultural understanding can hinder clear communication. It’s essential to create a common language, possibly by developing a glossary of terms or setting clear communication standards that everyone understands and agrees upon.
2. Simplicity vs. Complexity
One of the biggest challenges is balancing clarity with complexity. While it’s important to be precise, oversimplification can lead to misunderstandings, while too much complexity can bog down the team. Teams need to aim for simple, clear, and actionable definitions that everyone can follow without overloading the process.
3. Lack of Trust
Trust is the foundation of any high-performing team, and without it, even the clearest roles and goals may fall flat. If trust is lacking, team members may not feel comfortable sharing ideas or may fail to take ownership of their responsibilities. In such cases, it may be necessary to focus on team-building exercises or employ frameworks like Patrick Lencioni’s Five Dysfunctions of a Team, which specifically addresses trust-building as a foundational component of effective teamwork.
4. Psychological Safety
Teams often struggle to create environments where members feel safe to express themselves without fear of judgment. This can stifle creativity and prevent important conversations from happening. Encouraging open dialogue, setting up regular feedback loops, and addressing power dynamics can help build psychological safety, enabling team members to communicate more freely and honestly.
Suggested Approaches
Facilitated Workshops: Regular facilitated workshops can help a team revisit its goals, roles, and processes. This is particularly important as teams evolve or when new members join. Using models like GROW (Goal, Reality, Options, Will) for goal setting can help keep discussions focused and productive.
Feedback Mechanisms: Implementing 360-degree feedback ensures continuous improvement and clarity. It allows team members to reflect on their roles and contributions and helps identify areas where clarification is needed.
Cultural Intelligence (CQ): In multicultural teams, building Cultural Intelligence is critical. Leaders should invest time in understanding different cultural dynamics and how they influence communication styles, decision-making processes, and conflict resolution. Tools like the Cultural Intelligence (CQ) Assessment can provide valuable insights into the team’s strengths and gaps.
Final Thoughts
Clarifying the roles, responsibilities, and processes within a team is essential to ensuring smooth operations and high performance. By using tools like team charters, OKRs, and inclusive communication practices, teams can overcome common challenges like cultural barriers, lack of trust, and the complexity of modern work environments. Ultimately, clarity leads to alignment, trust, and psychological safety—all key ingredients for a high-performing team.
Stay tuned for the next article in this series, where we will dive into the third component of Peter Hawkins’ model: Co-creation—how teams can work together to make things happen.
#leadership #teamwork #teamcoaching #peterhawkins #organizationaldevelopment #psychologicalsafety #systemicteamcoaching #clarity #trust #communication
