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Team Minimum
The document discusses team minimums, which are basic activities that team leaders are expected to follow to ensure high quality team experiences. It lists the elements of team minimums, which include having a team purpose, job descriptions, individual contributions, training, tools, direction, tracking, coaching, performance reviews, reflection, and evaluation. It explains that implementing these minimums can contribute to member productivity, development, and satisfaction. It then provides steps for implementing team minimums over a 90 day period, dividing it into start, middle, and end experiences and outlining the expected activities and milestones for each phase.
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Team Minimum
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- 2. What is TEAM MINIMUM? Thebasic activities we expect all Team Leaders to follow inside their teams to ensure all of our membership is receiving a high quality standard team experience
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- 7. TEAM PURPOSE PLAN JD INDIVIDUAL CONTRIBUTION TRAINING TOOLSDIRECTION TRACKING COACHING PERFORMANCE REFLECTION EVALUATION SENSE INNER JOURNE HOWTEAM MINIMUM CONTRIBUTE TO PRODUCTIVITY, DEVELOPMENT AND SATISFACTION?
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- 9. TEAM URPOSE PLAN JD INDIVIDUAL CONTRIBUTION TRAINING TOOLSDIRECTION TRACKING COACHING PERFORMANCE REFLECTION EVALUATION SENSE INNER JOURNEY Meansthat you are lacking in implementing these
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- 14. DIVIDED INTO 3PERIOD START XP MIDDLE XP END XP
- 15. Considers maximum 2weeks after the start date of the team. We strongly suggest focusing on achieving almost 100% of Team, Plan and JD as it will define the direction of the team and engagement of its members START XP
- 16. MIDDLE XP Considers the2 middle weeks of a team experience, in which half of the meetings and planned activities must have been realised. By this time, we suggest to have Training and Tracking & Coaching in more than 75%, meaning that activities are taken place regularly
- 17. END XP Considers thelast week of team experience and can include the week after the end date, in which final evaluation and results are reviewed. These weeks all Evaluation & Reflection should be covered, but by this time also, all Team Minimums should be fulfilled in 100%.
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- 19. BEFORE THE EXPERIENCE Icreate COMPLETE and CLEAR Job Description • Role • Duration of job • Profile (Competency/skill/knowledge needed) • Development offer through the role • Measurement of Success • Role and Responsibilities • KPI’s JD
- 20. 1ST WEEK OFTHE XP (7 DAYS) TEAM
- 21. 1ST WEEK OFTHE XP (7 DAYS) PLAN With my team we broke down the purpose of my team into a PLAN for the quarter with clear MoS, strategies and activities to achieve the goals on a timeline
- 22. JD I sat individuallywith my team members and asked them about their future goals, described the activities of their JD to them, adjusted the JD to their wants and needs and set performance targets with them for the quarter & month 1ST WEEK OF THE XP (7 DAYS)
- 23. WEEK 2 OFTHE XP TRAINING I started OPERATIONAL CYCLES TRAINING with my team! I delivered sessions with my team individually, in meetings and assigned tasks, assessments and activities after the training to ensure on-the-job training and experiential development was happening!
- 24. 3RD WEEK –DAY 30 TRACKING COACHING Throughout the month I continued to have WEEKLY TEAM MEETING, tracked the progress of my plan and the team and fulfilled the month’s education plan.
- 25. DAY 30 TEAM I reviewedthe months results within the MONTHLY MEETING… and had INDIVIDUAL COACHING chats with my members to update the performance appraisal with the achievements of the month and create targets for the next month. I also gave feedback for improvement & listened to the experiences of my members REFLECTION EVALUATION
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- 28. A LEADER ISSOMEONE WHO KNOWS THE WAY, GOES THE WAY AND SHOWS THE WAY