Team Standards Checklist

a document to aid you in your function as a Team Leader

BUILDING
The building phase is all about setting the tone for the rest of the quarter and establishing expectations
• Transition: Ensure that you understand your function. Collect all the necessary resources from your VP. Understand
past failures and achievements, then decide what to take forward.
• Core Competence & Functional Skills: Use the competence model to gauge what is expected from you and your
members, and create a learning plan. Keep this plan in mind for the duration of the quarter and reflect often.
• Team Rules: Establish your don’ts. Set the tone for what is and isn’t expected from your members.
• Team Purpose: Create a vision with your members, an objective for them to work towards, and ensure that everyone is
on the same page about it.
• Team Goal: Make your team purpose measurable so that progress towards it can be monitored.
• Team Strategy: Brainstorm ideas as to how the team purpose will be best met
• JDs: Clarify everyone's’ roles so that your members function like cogs in a well-oiled machine, and complement each
other .
• Timeline: Establish tentative dates along with all the deliverables needed to meet your purpose to keep the team on
track.
• Budget: Understand the financial cost of carrying out your functions and share this with your members.
• Team Development Goals: Set strategies to ensure development of your team. Include bonding experiences so that
members understand how to best support each other and the team as a whole to meet objectives.
• Initial LDAs: Ensure that your members have taken the LDA on EXPA so that their leadership development can be
tracked
• PDPs: With your member, establish a plan to enrich them with soft and hard skills to ensure their development.
PERFROMING
The performing phase is all about working towards your objectives while maximising the team experience
• Practical Learning: Establish a plan to ensure team members learn. Teach them essential functions and ensure that they
learn to carry them out individually. Debrief to reflect on learning.
• Team Working Time: Establish a routine to carry out your tasks and line them up with short-term goals.
• Team Incentive System: Explain the incentive system being used in your LC and create a path for your team to work
towards to gain recognition.
• Accountability System: Set a measure of KPIs and MoS (such as trackers) as a way for members to track their own
performance in relation to the goals
• Individual Tracking Meet: Meet your members individually each month to keep them on track and work on their PDP.
• Team Weekly Review: Bring your members up to speed on monthly goal achievement, and adjust strategies.
• Team Monthly Review: Review % goal achievement, and rectify faulty strategies to ensure improvement in the next
month.
• Team Quarterly Review: Reflect on achievements, failures, what could have been done better, what to take forward.
• LEAD Spaces: Examine how to improve members’ LDA scores where they lack to help prepare them for leadership.
• Team Meetings: Meet your members. Outline an objective and agenda, discuss performance and upcoming tasks.
• O2Os: Meet your members individually each month to work on PDPs, provide feedback and reflect on progress.
• Team Days: Meet your team and allow them to connect and bond informally to build your team culture.
• Feedback: Catch your team up on progress and goal achievement. Discuss what can be done to improve progress, and
what each member can do. Take feedback from your members regarding your own leadership and reflect on it to see if
you can do better.
CLOSING
The closing phase is all about winding up the team experience and reflecting back and what you achieved
• Reporting on Results: Discuss achievements with your team. Discuss what strategies were successful and what went
wrong.
• Team Development Review: Take everyone’s input on how and why goals were met, and to what extent. What should be
done moving forward as a team?
• Final Feedback: Debrief your team and give input on what they should do individually to continue improving
themselves. Take feedback on your own performance as a leader and think about what you could have done differently.
• Knowledge and Skills Transition: Review the skills and knowledge imparted to the members during the quarter, what
they can do to build upon it, and capitalize on it in the future.
• Tools and Documents Transition: Compile all the tools and resources used during the quarter, and make them
accessible to your members for future reference.
• Suggestions of Next Steps and Way Forward: Explain to your members what mistakes can be avoided in the future and
what methods they can employ to meet goals, based on performance in the current quarter.
• Final LDA: Have your member take the LDA on EXPA again to evaluate growth across the leadership qualities during
the quarter.
• PDP Review: Review members’ PDPs one final time, reflecting on individual goal achievement and way forward,