What’s your experience of Team Charters? Is it a document that’s rarely or never referred to? Or is it a useful guide to improve team spirit and work efficiency?
In today’s work environment, teams are often more fluid than before, maybe forming for a shorter time and with team members coming and going. Creating a Team Charter might therefore seem old-fashioned, overly bureaucratic and a waste of time. However, in my view, Team Charters are worthwhile because they create clarity so that people know what’s expected – that’s still important today.
When I meet teams who skip this step because of their more temporary nature (or because the Team Leader thinks it’s not necessary), team members tell me they are confused. They don’t want to ‘tread on people’s toes’, they don’t know what their accountability is, and they are frustrated because people work in silos and/or decisions aren’t made.
This article explores best practice around Team Charters, whether you’re a more recognisable, stable team or one that is more fluid – both have moving cogs that need to work together smoothly to create value.
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