From Company Vision to Team Norms

What does your organization and team want to be? What's your dream and ambition?

How is your team going to reach that vision? What motivates you every day?

Create a list of objectives. How would your team reach your 'Vision'? What are your main objectives for the next 12 months? What are the ✔💯 key priorities?

What choices do you need to make based on your strategy, current resources and vision?

🔥🔥Tips:

📊Result oriented teams:

If your organization and team is driven by results, metrics should serve as a guiding force. Rather than focusing solely on what needs to be delivered, encourage your team to shape their strategy around achieving specific results, rather than completing a list of tasks. 👉While plans may change, the desired results should remain constant. This can help to ensure that efforts are focused on achieving meaningful outcomes, rather than simply completing actions.

What needs to be done? 👉What actions need to be done in the next 90 days to help you achieve those objectives/results? What actions need to be done in the next 12 months to help you achieve those objectives.

Now you’ve identified the actions required to get what you want, so you must set intentions to implement them. We call them implementation intentions (also known as commitments)

They are commitments to perform an action at a specific time and location — you specify what you’re going to do when you’re going to do it, and where.

Add each implementation intention should follow this framework:

“I will [ACTION] at [TIME] in [LOCATION].”

Define your company or team values and work principles. Culture's values are the ideas and behaviours that determine what is good, right, fair, and just - and ultimately these values and principles should help people make decisions with confidence (having a fair and just system that supports them)

We recommend reading ' Principles' by Ray Dalio

Here are a few examples from that 👆👆book that we love:

✔ Perceive and don't tolerate problems. Inventing and implementing solutions for them - move us forward.

✔ Be loyal to the common mission and not to anyone who is not operating consistently with it.

✔ Don't let loyalty to people stand in the way of truth and the well-being of the organization.

✔ Be extremely open and use transparency to help enforce justice.

✔ Don't worry about looking good- worry about achieving your goals.

✔ Pay more attention to whether the decision-making system is fair than whether you get your way.

✔ Think like an owner and expect the people you work with to do the same.

💯🔥🔥Tip: Think always through which values, abilities ,and skills you are looking for (in that order) whenever you are hiring or creating a team.

Norms are guidelines that help define how the team members will interact, work and communicate. Norms help to clarify the expected behavior of each individual, provide a fair process and prevent unnecessary conflict.

Good team norms look like this:

👉 Two pizza rule: No meeting should have more than two pizzas could feed.

👉 Honor expertise: Be aware of your strengths and defer and trust each other when the conversation turns to their expertise.

👉 Meeting agenda: All meetings should include an agenda. If the meeting doesn't include an agenda people can choose to do something else with their time. Is that more work? Yes! That's the point - We only have meetings if it is truly needed.

👉 'No Meetings [Friday] ' norm is designed to give people more control of their calendars and more time to work without interruptions.

👉 If it is your meeting to run, manage the conversation. Make it clear who is leading the meeting and whom it is to serve. Watch out for assertive 'fast talkers' and for 'topic slip' - and be careful not to lose personal responsibility via group decision-making.