A while ago I learned how helpful it can be for teammates to take a little time out to discuss what really matters to them, as individuals and as a team. We all want to be able to do a good job and get paid, but what else is important to us? Is there any value in sharing this with each other? I discovered that talking about this together had a surprising benefit. Recognising common values led to a greater sense of connectedness within the team. Recognising values which were not commonly held, and were causing frustration for some team members, led to greater understanding and empathy. The simple list produced from that discussion became our Team Values and marked the beginning of the team’s journey towards self-awareness and greatly enhanced performance.
Bringing everyone to a common understanding of what a particular competency means is the first step in enabling the continuous exchange of meaningful feedback within the team.
Since then, I have applied this learning to discussing the competencies that matter to the team. To help this discussion I like to use the cards (shown above). Each one has the competency name and a brief description on the front and some example behaviours on the back. Teammates can pass them around, talk about their relevance to the team and ultimately vote or in some other way select the ones they think most important. In addition there should be some blank cards, to allow the team to come up with their own competencies as they wish.
We go on to establish team agreements around the other aspects of our competency feedback process e.g. cadence, conversations and inspection point, however I believe the discussion around competencies is of value in its own right.
You can find out more about establishing team agreements for Performance Management and get the template for the cards here.