"A castle is only as strong as the people who defend it." This Japanese proverb also applies to organizations. They are only as effective as their unified team efforts. Although team performance is difficult to measure, research agrees on specific metrics for characterizing winning teams, as graphically shown in Figure 1. More specifically, Table 3 breaks these characteristics of high performing project teams is into four categories: 1) work and team structure, 2) communications and control, 3) team leadership, and 4) attitude and values. These broad measures can provide a framework for benchmarking and a simple model for organizing and analyzing the variables that influence the team's characteristics and its ultimate performance. Teams that score high on these characteristics are also seen by upper management as most favorable in dealing with cost, quality, creativity, schedules, and customer satisfaction. They also receive favorable ratings on the more subtle measures of high team performance, such as flexibility, change orientation, innovative performance, high morale, and team spirit.
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Table 3: Benchmarking Your Team Performance | Project Performance Metrics |
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Agreed-on results and performance -
Innovative, creative solutions -
Concern for quality -
On-time and within budget delivery |
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| Work and Team Structure |
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Team participates in project definition, work plans evolve dynamically -
Team structure and responsibilities evolve and change as needed -
Broad information sharing -
Team leadership evolves based on expertise, trust, respect -
Minimal dependence on bureaucracy, procedures, politics |
| Communication and Control |
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Effective cross-functional channels, linkages -
Ability to seek out and process information -
Effective group decision-making and consensus -
Clear sense of purpose and direction -
Self-control, accountability, and ownership -
Control is stimulated by visibility, recognition, accomplishments, autonomy |
| Team Leadership |
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Minimal hierarchy in member status and position -
Internal team leadership based on situational expertise, trust, and need -
Clear management goals, direction, and support -
Inspires and encourages |
| Attitudes and Values |
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Members are committed to established objectives and plans -
Shared goals, values, and project ownership -
High involvement, energy, work interest, need for achievement, pride, self-motivated -
Capacity for conflict resolution and resource sharing -
Team building and self-development -
Risk sharing, mutual trust, and support -
Innovative behavior -
Flexibility and willingness to change -
High morale and team spirit -
High commitment to established project goals -
Continuous improvement of work process, efficiency, quality -
Ability to stretch beyond agreed-on objectives |
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