Leader-directed: The leader is essentially external to the group and interacts with people individually, managing separate agendas.

The group members do not really interact or work closely together. This is not really a team as it represents a classic command and control structure. It can work powerfully in certain circumstances. Working Group: The leader participates with the group and exercises command and control. Group members work toward a common charter and in a common direction. They have some interaction, but interaction with the leader is primary. Leader/Member: The leader sits as first among equals at the table in terms of the teams work, while still exercising some management and leadership roles. The team works collaboratively toward its goals. There is some differentiation in rank between the team leader and team members. Rotating/Shared Leadership: Leadership is either rotated or shared (divided up). All members participate in management and leadership roles and work collaboratively. This design is typically used as a hybrid design during an evolution toward self-directed. Self-Directed: There is no official leader role. All team members are empowered and accountable, and work collaboratively. A facilitator typically works with the team with a hands-off approach and serves as a liaison between the team and the organization.

Leader-directed

Working Group

Leader/Member

Rotating/Shared

Self-directed

Leadership

Leader exercises all management functions and leadership roles

Group leader exercises majority of management functions and leadership roles; group leader shares several responsibilities with group members

Leader sits as equal at table and exercises few, well-defined management functions and leadership roles; many responsibilities are shared with team members

Leadership role is shared among team members; management functions are broken out and either shared or rotated among team members

No official leadership role; team members are empowered to assume most if not all management functions; Coordinator role assumes specific management functions Any team member may guide process; all members make decisions as a team using decision model selected by team; team may delegate certain responsibilities to one member in specific situations

Decision Making

Leader makes almost all decisions and employs Authoritarian model

Group leader makes final decisions on most issues employing Authoritarian model on most issues; team leader often consults with group members first to gain input and ideas

Team leader guides decision-making process; team leaders and team members make decisions together using Consensus model; Democratic model is used as second level alternative

Team member(s) with responsibility for process guides decision-making; team leader and members make decisions together using Consensus model; Democratic model is used as second level alternative Entire team is present and accountable for generation of teams Purpose

Direction

Setting

Leader defines Charter for unit and retains authority to change it without input from individuals

Group leader defines Mission and consults with group members regularly to assess groups progress; group leader is involved in any changes made to Mission

Team leader guides team through generation of teams Purpose; entire team is present and accountable for generation of Purpose

Entire team is present and accountable for generation of teams Purpose

Leader-directed

Working Group

Leader/Member

Rotating/Shared

Self-directed

Goal Setting

Leader defines unit goals and matching individual expectations

Group leader consults with group members on individual group goals and obtains matching individual expectations

Team leader guides goal setting process and, with team members, sets shared team goals and matching individual expectations Collaborative; team leader and team members work closely to achieve teams purpose; entire team is committed to shared goals

Designated team member(s) guides goalsetting; entire team sets shared team goals/ matching individual expectations together Collaborative; entire team works closely to achieve teams purpose; entire team is committed to teams shared goals

Entire team sets shared team goals and matching individual expectations together

Work Approach

Confederate; collaboration not necessary as individuals meet units goals by meeting their own expectations; team leader manages expectations with each individual separately Information shared by leader on need to know basis; discussions are initiated and managed by leader; individuals generally ask questions only to clarify information

Cooperative; group members need to work together to some degree to achieve groups mission; group members are committed to their individual goals

Collaborative; team members are highly committed to and interdependent upon each other in all aspects

Communication

Leader regularly shares info; discussions are more flexible and interactive and may be initiated by group members; members share info with each other and feel free to ask numerous questions Group leader often identifies conflict and may manage it one-to-one or ask team members to recommend resolutions or have dialogues on the issue

Team leader and team members actively engage in discussions and exploratory conversations; all team members feel free to ask questions of each other and team leader Team leader and members identify and initiate discussion of conflicts; members often manage conflict among themselves without support of leader

Team members actively engage in discussion and exploratory conversation; all team members feel free to ask questions of each other

Team members actively engage in discussion and exploratory conversations; team members openly discuss any issue that may affect them or team at any time

Conflict Management

Conflicts are generally not discussed within unit; conflicts are discussed and managed between the leader and individuals on a one-toone basis

Responsible Member(s) identif(ies) and Initiate(s) discussion of conflicts; members manage conflict among themselves without support of team leader

Conflicts are identified in early stages, addressed, discussed openly among team members and resolved within team

Leader-directed Working Group Leader/Member Rotating/Shared Self-directed

Trust
Leader has trust that each individual will achieve his/her responsibilities with respect to performance expectations with limited supervision Group leader and group members have some trust in each other to carry out group responsibilities/meet performance expectations, resolve business issues and do their fair share with limited supervision Team leader and members have strong trust in members to carry out team responsibilities/ meet performance expectations, resolve business issues, do their fair share and provide new ideas Team leader and team members are mutually accountable for teams purpose and shared goals; team leader and members have strong feelings of identity with remainder of team Team members have a great deal of trust in members to carry out team responsibilities/ meet performance expectations, resolve business issues, do their fair share and provide new ideas Team members are mutually accountable for teams purpose and shared goals; team members have strong feelings of identity with remainder of team Organization trusts team to be self-managed; team members have a high level of trust in members to carry out responsibilities/ meet performance expectations, resolve issues, do their fair share and provide new ideas Team members are mutually accountable for teams purpose and shared goals; team members place team goals before individual expectations

Level of Accountability

Leader and individuals are individually accountable for units charter and goals; individuals have limited need for involvement with each other

Group leader and group members are individually accountable for groups mission and goals; group members understand that their work and behavior contribute to or detract from the group

Relationships

Completing work holds a greater priority than building relationships within unit

Completing work is important; however group members are aware of need for sensitivity to group members needs

Team leader and team members are able to complete work and frequently demonstrate sensitivity to team members needs

Team members complete work and almost always demonstrate sensitivity to team members needs

Team members are able to complete work and demonstrate sensitivity to team members needs

TEAM TYPE
Leadership Team

FUNCTION
Generates organization vision, mission and values and strategic framework Provides stewardship and governance for organization Oversees organizational units and operations Manages day-to-day operations Ensures achievement of vision, mission, values and strategic framework Oversees employees and teams Accountable for the design and implementation of a change program Works within a program management framework Works with the broader organization Provides guidance for one or more initiatives Establishes project charters ensuring alignment with objectives Reviews progress and approves recommendation

MEMBERS
Senior executives

LIFE SPAN
Long-term (Ongoing)

Management Team

Senior and middle managers

Long-term (Ongoing)

Guiding Coalition / Change Team Steering Committee

Variable

Variable

Cross-functional senior and middle managers

Variable

Research Team
Think Tank

Accountable for research and development within an organization

Either resident with R&D department or exists as temporary team Provides ongoing thought-based research regarding specific initiatives, projects or issues Makes recommendations to various organizational constituencies Manages day-to-day operations of an end-to-end business process within a certain function Improves the efficiency and effectiveness of a specific business process with identifiable outputs

Variable

Medium- to longterm
Short- to mediumterm

Variable

Business Process Team

Middle managers and employees

Long-term (Ongoing)

Step 3: Match types with optimal designs

Com mon Possi
ble
Leadership Team Management Team Guiding Coalition/Change Team Steering Committee Research Team Think Tank
Leader-directed Working Group Leader/ Member Rotating Shared Self-directed

Business Process Team

Responsibility for work activity:

Leader

Shared Team Members (not necessarily 50/50)

Leader-directed

Working Group

Leader/Member Rotating/Shared

Self-directed

Fully Empowered

Roles & Generate vision, purpose or charter Responsibilities

Formulate goals and objectives governance and strategic Formulate goals and objectives operational and tactical Define roles and responsibilities of team members Allocate work assignments Define tasks and generate workplans Manageworkplans implementation Manage teams progress toward goals and objectives

Identify barriers and constraints and generate and recommend solutions

Obtain necessary resources to overcome barriers and constraints

Responsibility for work activity:

Leader

Shared Team Members (not necessarily 50/50)

Leader-directed

Working Group

Leader/Member

Rotating/Shared

Self-directed

Fully Empowered

Roles & Communicate/integrate with other teams Responsibilities

Communicate outside team Interact with customers Schedule work meetings, deliverables, etc. Participate in decision making Governance Participate in decision making Strategic Participate in decision making Operational Participate in decision making Tactical

Participate in problem solving

Manage conflict

Responsibility for work activity:

Leader

Shared Team Members (not necessarily 50/50)

Leader-directed

Working Group

Leader/Member

Rotating/Shared

Self-directed

Fully Empowered

Roles & Provide coaching and feedback to other Responsibilities team members
Evaluate performance of team members (performance reviews) Determine rewards and recognition Determine leadership within the team Select new team members Integrate new team members Design career planning for team members Plan training and development for team members Train team members

Establish working hours, dress-code and vacation time

Responsibility for work activity:

Leader

Shared Team Members (not necessarily 50/50)

Leader-directed

Working Group

Leader/Member Rotating/Shared

Self-directed

Fully Empowered

Roles & Establish a budget Responsibilities

Allocate resources within a budget Manage spending within a budget

Organization Structure
Team Design Org. Structure

HR Systems

An organization structure design helps to visualize the team within the organization and can be as complex as this representation of a Financial Shared Services team-based organization

Financial Center Director

HR Support Team
IT Support Team Management Team

Admin
Process Improvement Team

Procurement

General Accounting

Payroll

Reporting

Accounts Receivable

Quality/ Customer Service

(Leader/Member Teams)