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Search for the skill or situation you want to work on, such as focus, negotiation, or setting boundaries. Open a practice to read its steps before choosing what suits you.
60 results (expanded search) for "team"
Social
Team Psychological-Safety Check
Anonymously ask Edmondson's three questions to score your team's psychological safety.
Social
Remote-Team Charter
Co-create a remote-team charter defining overlap hours, channels, and reply SLA.
Social
Async Expectations in a Team
Define an async charter with your team: when to reply, how, and what counts as "urgent".
Administrative
Diagnosing Team Stage with Tuckman Model
Identify which of four stages your team sits in today, and adapt your leadership style accordingly instead of using one fixed approach.
Leadership
Red-Team Exercise
Task a separate team with attacking your plan as if they were a smart adversary — before reality discovers it.
Leadership
5 Dysfunctions of a Team Audit (Lencioni)
Audit your team across five layered levels: trust, conflict, commitment, accountability, results.
Leadership
Team Charter
A one-page document answering: why we are a team, how we work, how we measure success.
Leadership
DISC Team Map
Classify each member into one of 4 styles (Dominant, Influencing, Steady, Conscientious) to understand team dynamics.
Leadership
One-Team-One-Dream Session
A 3-hour session that breaks silos between teams and unites them around a goal larger than their own department.
Leadership
Ideal Team Player Diagnosis
3 virtues (Humble, Hungry, Smart) for ideal team player. Diagnose your team against them.
Leadership
Culture Map for Global Teams (Meyer)
8 cultural scales (communicating, evaluating, persuading, leading, deciding, trusting, disagreeing, scheduling) to understand why your global team clashes.
Leadership
Remote Team Cohesion Rituals
Design 3 simple weekly rituals that compensate for missing "office watercooler" spontaneity in remote teams.
Leadership
Team Identity and Naming Ritual
Choose with your team a shared name and symbol expressing what makes you distinct — collective identity is built, not imposed from above.
Leadership
Cross-Functional Team Trust-Building
Before a joint project between different teams, hold a "hidden assumptions" session surfacing mutual stereotypes between departments before they sabotage collaboration.
Parenting
Building Sibling Teamwork Through a Shared Project
One project with a genuine shared goal turns "rivals" into a "team" — experience builds the bond, not advice.
Administrative
Team Skill Matrix
Draw a table: rows = team members, columns = skills, cells = competence 1-4.
Administrative
Team Charter: Written Rules of Engagement
Write with your team the basic rules of engagement (how we decide, how we disagree, when we're reachable) before the first real conflict.
Leadership
Annual Team Offsite Design
Two days off-site designed to recharge the team and align them on the next year.
Leadership
Healing Fractured Relationships in the Team
Two relationships on your team are strained, productivity erodes. Servant leader's task: aid healing, not ignore.
Leadership
Succession-Readiness Team Mapping
For every critical role on your team, ask: if its holder vanished tomorrow for a month, who could cover? Map the gaps and build a plan to close them.
Administrative
Team Handbook
One document answering every "how do we work here?" question for new hires.
Administrative
Quarterly Team Health-Check Survey
Five anonymous questions each quarter surface problems nobody will voice aloud in a meeting.
Leadership
Strengths Team Map
Identify top 5 strengths per member, plot them on a map, discover gaps and duplications.
Leadership
Designing 3 Team Rituals
Simple recurring rituals build culture more than statements. Design 3: daily, weekly, monthly.
Leadership
High-Performance Team Diagnosis (Katzenbach)
6 criteria: small number, complementary skills, common purpose, performance goals, work approach, mutual accountability.
Leadership
Onboarding a New Team Member: 30-60-90 Day Plan
Design a 3-phase leadership onboarding plan: Learn (30) → Contribute (60) → Own (90) — instead of leaving the new member to "figure it out alone".
Leadership
Team Celebration Design (Not Just Problem-Solving)
Design a deliberate celebration after a real achievement, with the same effort you invest in problem-solving meetings — celebration is a leadership skill to practice.
Leadership
Team Norms Renegotiation After a Member Change
When a member joins or leaves, reopen implicit working norms for renegotiation instead of assuming they stay fixed as before.
Leadership
Team Values Dialogue
A frank 1-hour discussion: what 5 values do we want to work by, and what behaviors express them?
Leadership
Stop-Start-Continue Team Review
45 min per quarter: what to stop, start, continue. Simplest team evolution tool.
Leadership
Communicating Bad News to a Team (Structured Approach)
Use a 4-part frame (Fact, Context, Impact, Path forward) to deliver hard news without sugarcoating or panic.
Leadership
Team Debrief After a Major Win (Not Just Failures)
After a major success, hold a structured "after-action review" asking: what exactly did we do right, and how do we deliberately repeat it — not just "what did we get wrong".
Leadership
Protecting an Innovation Team from Bureaucracy
As a leader, be the "shield" absorbing excessive approval requirements and reporting demands from a team that experiments and learns fast.
Digital & AI
Red-Teaming Your Own AI-Assisted Work
After completing AI-assisted work (report, presentation, plan), ask AI itself to attack the work as a strict external critic before submission.
Social
Share Your Failure Story First
To open trust in a new team, share your failure first — others will open up.
Administrative
Cross-Training Rotation
Rotate every team member to shadow a peer in a different role for a full week each quarter, not a token single day.
Leadership
Tuckman Stages Identification
Identify which of 5 stages your team is in (forming, storming, norming, performing, adjourning) to choose the right intervention.
Leadership
Psychological Safety Check (Edmondson)
Measure with 7 questions whether your team feels safe to tell truths, ask questions, admit mistakes.
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Handling a Toxic High-Performer
When a member delivers excellent results but destroys team morale, separate performance from behavior via a clear standard and a direct honest conversation.
Administrative
Project Pre-Mortem
Before starting, imagine the project failed in six months and write down why.
Social
Professional Civility Pact
Sign a civility pact with your team: no interrupting, no sarcasm, no replying angry.
Administrative
Kaizen Blitz Week
Dedicate five full days for a focused team to solve one problem at the root — not an hour-a-week meeting for months.
Leadership
Working Agreement
5-7 detailed rules for daily team operations (meetings, replies, vacations, decisions).
Leadership
Language of Inclusion: 10 Daily Swaps
Your small leader words exclude or include. 10 simple swaps shift your team's culture in 60 days.
Administrative
7-Question Delegation Brief
Before any delegation, answer 7 questions in writing — send them with the handover.
Social
Time-Zone Empathy
Compute colleague's time before writing, use schedule-send to avoid sleep disruption.
Administrative
Quarterly Delegation Level-Up
Every 90 days, raise each delegated task one rung on the delegation ladder.
Administrative
Zero-Based Headcount Review
Don't ask "do we need another hire?" — ask "if we started today with nobody, who'd we hire first?".
Administrative
Peer Conflict-Resolution Protocol
Before any peer conflict escalates to the manager, apply these defined steps between yourselves first.
Professional
RACI Delegation
R, A, C, I per task.
Professional
Do-Not-Disturb Signal
Visual sign on desk telling others you're in focus.
Professional
Disagree and Commit
If you disagree and weren't convinced, state disagreement, then commit to execution as if it were yours.
Professional
Real-Time Not Saved
Don't hoard feedback until annual review — give within 24 hours of event.
Professional
Weekly Feedback Habit
Every Friday, write 3 feedbacks (positive + constructive) for 3 people and deliver by Monday.
Professional
After-Action Review
After project/event, 4 questions: expected, actual, why, lesson for next time.
Professional
First 90-Day Plan
In new role, listen 30 days, plan 30, execute 30 — don't reverse order.
Social
Master the Pronunciation of a Colleague's Name
Invest five minutes to say a foreign colleague's name correctly — the highest return per minute in workplace relationships.
Social
Shared Need Question
Deep in conflict, ask: "What is the shared need we are both trying to meet?"
Social
Verify a Cultural "Yes"
In some cultures "yes" means "I heard", not "I agree" — ask explicitly.