1. Be committed and practical as a self-managed team is a marathon, not a sprint.
2. Start with a new team based on empowerment and motivation rather than any management style or control.
3. Understand the team cycle and learn about the basic principles of groups and how they reach peak performance.
4. Form the team from a collection of individuals into a single unit.
5. Stormy process as conflict emerges as people display their attitudes and set boundaries.
6. Norms are developed as people understand each other’s strengths, weaknesses, and patterns of behaviour. The group functions as a team and tasks are accomplished.
7. Performance emerges as the team starts excelling and performing at its very best from a steady accumulation of trust, respect, and understanding, combined with a common sense of purpose and some successes.
8. Invigorating is the process of renewing and reinvigorating the team, perhaps after failures, difficulties, or major changes.
9. Visit the self-directed team and determine progress and process.
10. Understand and resolve problem areas as teams can handle responsibilities if offered clear benefits and a structured process of education.
11. Make sure the teams know their responsibilities, clarify what each person does and where different jurisdictions begin and end.
12. Early on, it’s important to invest time developing communication skills and establishing best practice for conducting meetings and making decisions.
13. Sustain momentum as newly created self-managed teams, driven by initial enthusiasm, often produce quick results but problems emerge later once the excitement has worn off and performance begins to slide. .
14. Ensure that teams are empowered to make appropriate decisions.
Do's and Don'ts:
Do:
Stop thinking in terms of managing and focus on empowering and motivating.
Visit some existing self-directed teams to gain a practical feel for the realities.
Offer staff clear benefits and education.
Be sure to clarify what each person in the self-managed team does.
Invest time in developing communication skills and establishing best practice for meetings.
Respond to mistakes and crises by turning these into genuine learning opportunities.
Don't:
Try to do it on the cheap - teams cost more in the short term.
Try for a quick fix - it can take years.
Make the leaders powerless - give them freedom.
Allow teams to stagnate - keep people moving.
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