團隊建設建議

Clear Expectation: Do team members understand why the team wascreated?

明確目標：團隊成員是否明確團隊組建的目的?

Context: Can team members define their team’s importance to the accomplishmentof corporate goals?

組建背景：團隊成員是否明確團隊對于實現企業目標的重要性?

Commitment: Do team members perceive their service as valuableto the organization and to their own careers?

敬業精神：團隊成員是否認識到團隊對于企業以及自身事業的成功都很重要?

Competence: Does the team feel that the members have theknowledge, skill, and capability to addrethe issues for which the team wasformed?

團隊能力：團隊是否感知到其成員擁有應對種種問題的知識、技能和實際能力?而團隊組建的目的就是為了解決這些問題?

Charter: Has the team taken its assigned area of responsibility and designedits own mission, vision and strategies to accomplish the mission?

團隊規章：團隊是否明確自己的職責范圍并規劃出自己的目標、遠景和對策以完成使命?

Control: Do team members hold each other accountable for project timelines,commitments, and results?

內部控制：團隊成員是否對項目時間安排、應承擔的義務和結果等共同負有責任?

Collaboration: Do team members cooperate to accomplish the teamcharter?

協作精神：團隊成員是否能相互協作、遵循團隊章程?

Communication: Do tem members communicate clearly and honestly witheach other?

內部溝通：團隊成員之間能否明確、誠實地進行溝通?

Creative Innovation: Does the team value creative thinking, uniquesolution and new idea?

創新改革：團隊是否注重鼓勵創新思維、獨特的解決辦法和新的想法?

Consequences: Is the organization design reward systems thatrecognize both team and individual performance?

結果影響：團隊是否制定獎勵制度來獎勵團隊以及個人的工作表現?

Coordination: Are teams coordinated by a central leadership thatassists the groups to obtain what they need for success?

協調配合：團隊是否有領導核心來協調工作、幫助個小組取得成功?

Cultural Change: Does the organization recognize that the more itcan change its climate to support teams, the more it will received in pay backfrom the work of the team?

改進文化：企業是否認識到越是通過改變也氛圍來支持團隊的工作，就越能夠從團隊的工作中得到回報。

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