Teams develop their own unique identity. We believe that is a combination of the culture that they create (intentionally or just evolving) and by the processes that they put in place.

Culture: PBI likes to ask team members to define their culture using three adjectives (e.g. – "we are entrepreneurial, compliant, heroic, etc."). This gives us a quick picture of how the team operates, its challenges, and its potential for success. One of the things we're listening for in these adjectives is any hint about trust levels. Does your team have mutual regard, forthrightness, and collaboration? How is conflict handled? Is risk-taking permitted? Contrary to the popular view, we believe that a desired culture really can be defined and created.

Processes: Beyond team rules, the new team will need to clarify how work will get done (especially if members are virtual), how often/where they meet, how decisions will get made, and what type of leadership form they will use. Other issues that need clarification include – To what degree will we use meeting agendas and provide minutes? How will we solve problems? How will performance feedback be given? Obviously, these processes will get amended as the group matures, but early work here will pay big dividends in terms of speeding through the forming and storming stages.

Team leadership: There are many different models used to lead teams. We do not advocate any specific one as we have seen a wide spectrum of team leadership approaches be successful. We do champion the concept that the team leadership needs to invest in the team, ensure balanced participation, define a Team Improvement Plan, and use patience and perseverance with an unwavering focus on the Team Mission and Outcomes.