Performance criteria You must be able to: Clearly communicate the purpose of the team what it – has to achieve, and why a team rather than an individual approach is required. Identify the diversity of expertise, knowledge, skills and attitudes required to achieve the team purpose. Identify team members’ knowledge, skills and competences and agree their particular roles within the team. Use team selection and development processes to develop any knowledge, skills and competences lacking in the team. Agree with team members the behaviours that are likely to help the achievement of the team purpose and those that should be avoided because they are likely to hinder progress. Help team members understand their unique contribution to the team, the contributions expected of fellow team members and how these complement and support each other. Provide opportunities for team members to get to know each other’s strengths and weaknesses and build mutual respect and trust. Allow time for the team to develop through its stages of growth. Help the team opportunities presented by changes in the team composition and support the introduction of new team members. Encourage team members to share problems with each other and solve these creatively together. Encourage open communication between team members, including providing feedback designed to enhance the performance of fellow team members and the team as a Review the performance of the team at appropriate points and evaluate how well its purpose is being achieved. Celebrate team and individual successes together, and acknowledge when things go wrong, before refocusing the team’s energy on achieving its purpose.
Performance criteria You must be able to: Clearly communicate the purpose of the team – what it has to achieve, and why a team rather than an individual approach is required. Identify the diversity of expertise, knowledge, skills and attitudes required to achieve the team purpose. Identify team members’ knowledge, skills and competences and agree their particular roles within the team. Use team selection and development processes to develop any knowledge, skills and competences lacking in the team. Agree with team members the behaviours that are likely to help the achievement of the team purpose and those that should be avoided because they are likely to hinder progress. Help team members understand their unique contribution to the team, the contributions expected of fellow team members and how these complement and support each other. Provide opportunities for team members to get to know each other’s strengths and weaknesses and build mutual respect and trust. Allow time for the team to develop through its stages of growth. Help the team opportunities presented by changes in the team composition and support the introduction of new team members. Encourage team members to share problems with each other and solve these creatively together. Encourage open communication between team members, including providing feedback designed to enhance the performance of fellow team members and the team as a Review the performance of the team at appropriate points and evaluate how well its purpose is being achieved. Celebrate team and individual successes together, and acknowledge when things go wrong, before refocusing the team’s energy on achieving its purpose.