A simple 3-4 hour process to accelerate the 'getting-to-know-you' phase when a manager (or leader) joins a new team. It requires a good facilitator but can help in the 'team forming' and 'storming' stage.

1. ANDREW WILLIAMSON:
AskTeach Ltd
Manager Assimilation
Process (MAP)

2. Team Evolution
Team Evolution:
1. It is essential teams move
through the ‘evolution’
process.
2. The process can take a
long time if left ‘naturally’.
3. Teams can ‘fracture’ at the
‘storming’ stage.
4. A fractured team does not
deliver high output.

3. The Purpose of MAP
The MAP process is designed to facilitate and accelerate the FORMING stage
of team evolution.
By systematically (and consciously) helping a team and manager to ‘get-to-know-
each-other’ through a facilitated process, it significantly reduces the STORMING
phase and helps to prevent team ‘fractures’.
Facilitation ensures the following:
 The team have a voice and can ‘safely’ (and confidentially) ask questions they
may normally struggle to ask.
 The team can uncover; the manager’s; style, focus areas, knowledge level,
experience, personal interests, interaction approach and preferences etc.
 The manager can uncover; the teams fears, concerns, aspirations, capability
levels, frustrations etc.
 The manager is ‘forced’ to be open, honest and thorough in their answers.
Without such a facilitated process the information explored would either:
 Never come to light.
 Be misunderstood through ‘Chinese whispers’.
 Take a significant amount of time to filter through to ALL of the team.

4. The Process of MAP
Manager and Team Meet:
Purpose and Process of MAP
Explained by Facilitator
Manager leaves room
Facilitator explains each
‘Flipchart’ title (posted on walls
around room)
Each person writes their own
unique questions on flipcharts
(for leader to answer)
Team leaves room, manager
enters and reviews / prepares to
answer questions
Team enters room. Manager
answers ALL questions…this is
heavily facilitated to ensure
questions answered fully
Facilitator checks team /
manager are happy. Ensures no
further questions. Seeks
feedback from both parties
10
Min
5
Min
30
Min
30-
60
Min
60-
90
Min
10
Min

5. MAP Flipchart ‘Headers’
1. What do you think you already know about ‘X’
2. What don’t you know that you would like to?
3. What does ‘X’ need to know about you as a group?
4. What issues and challenges are you facing as a group that ‘X’ needs to
know about?
5. What do you think ‘X’s’ priorities should be in the first 6-12 months?
6. What processes / procedures are you finding frustrating that you want
‘X’ to be aware of?
7. What did you like about your former manager that you want ‘X’ to keep
doing?
8. What did you dislike about you former manager that you want ‘X; to
avoid?
9. What is unresolved in the team that ‘X’ should be aware of?
10. What else do you have to offer that is being un-used (skills, knowledge
etc.) that you feel ‘X’ could / should leverage?