Creating Successful Team Charters

How many times have you been on, or heard aboutto add people to the team. It means that subject
a team that got frustrated? Or felt like they weren'tmatter experts can best be identified and invited to
making progress? Or weren't completely clear onparticipate in the beginning and a charter helps make
what they were expected to do? Or didn't feel likethat happen.- Resources needed. What budget of
they had support from those above them?If you aretime and money will be needed for this project?
like me and most people I know, you are noddingWhat other resources will be required?- Authority.
yes to one or more of the questions above.There isWhat level of authority on spending does the team
one single thing that can alleviate or eliminate thesehave? What authority do they have for other
challenges and get the team off to a solid start. Thatresources? What approvals will be required and by
single thing is a team charter.What is a Teamwho?- Agreement. Once all of these questions and
Charter?A charter is a document that describes theitems have been documented, your charter should be
purpose, boundaries and agreements of the teamsigned by the team sponsor and each team member.
(the details are below). It is co-created by whoeverThis will cement the agreement and make it easier to
is sponsoring or forming the team and by those whohold people accountable. It also ensures that every
will be on the team. The power of this documentteam member understands and is on board with the
comes from the conversation and agreements thatcomplete charter.How do I Implement a Team
are recorded on it.Because the power comes fromCharter?Because there is some structure required,
the agreements that are reached, the format of thetypically a leader who is forming or sponsoring a
document itself is less important than theteam would initiate the process. If this doesn't
conversation. Whatever the format, the componentshappen in your organization don't use that as an
in the next section should be considered.What isexcuse! Whatever your role you can gain support for
Included?Team charters should address the followinghaving a conversation that leads you to the clarity
areas and answer the related questions.- Purpose andand agreements that a charter will provide.Get the
Alignment. Why is this team being formed? Whatteam together along with the leader who formed and
purpose will it serve? What challenge, problem, issueor is sponsoring your team. Have a conversation
or opportunity will it address? How is the work ofabout the eight items above, documenting your
this team in alignment with the larger goals andagreements. You may be able to finalize a charter in
strategies of the organization?- Goals andone meeting, or it might require people to gather
Expectations. What are the specific goals for thismore information before finishing - do what makes
team? When will we know we have completed theirsense given the size, complexity and importance of
work? Who are Customers and Stakeholders of thethe team's output. Remember all time invested here
team's work? What are their needs andwill be repaid many times. Resist the urge and
expectations? What are the obstacles or challengestendency to "get this done and get on with the
that can be seen at the start? Make sure to statework."Once the document is created, have all parties
the goals clearly with measurable outcomes andsign it as a way to signify commitment to each
timelines.- Roles. Who is the team leader? What isother. Then keep the document fresh by referring to
their role? Who is responsible for facilitation, logistics,it in team meetings and making sure that you stay
and information management? Who will beon-track with the boundaries and guidance it provides.
responsible for communication to stakeholders andRecognize too that as time moves forward you may
the team sponsor? How will each person be involvedneed to make adjustments, clarifications or changes
in decision making?- Approach. How and when will theto the charter. This is perfectly fine as long as all
team meet? What are the norms or ground rulesteam members and the leader and sponsor are in
that the team will agree to? How we makeagreement and "sign on" to the changes.Be
decisions? How will we hold each other accountableForewarnedWill creating a team charter take
for these things and for task completion? Who willtime?Absolutely.Will some people want to stop talking
communicate team progress and to whom? Yourand get started?For sure.Recognize these facts but
charter should also include a high level look at theremember an even bigger one - time spent
major phases or milestones in the life of the teamcollaboratively building a charter will be repaid in
and outline those.- Skills and expertise required. Makereduced frustration, improved productivity and better
a listing of the skills and expertise that will be requiredresults.Kevin Eikenberry is a leadership expert and the
for team success. Identify the individual on the teamChief Potential Officer of The Kevin Eikenberry Group
that can provide those skills and perspectives.( a learning consulting company. To receive a free
Identify any gaps in skills and determine a way toSpecial Report on leadership that includes resources,
attach those skills to the team through otherideas, and advice go to or call us at (317) 387-1424
resources. Adding these skills doesn't mean you haveor 888.LEARNER.