The last 1 ½ years have been challenging to say the least due to the Pandemic. However, there have also been great opportunities as well. There is more emphasis on human-centred approaches to working including greater empathy and flexibility by leaders and organizations. As well, employees have demonstrated their commitment to achieving the organization’s purpose and goals while working remotely. For many organizations, it has also brought restructuring and changes in team membership and new ways of working together collaboratively. Many individuals have had the chance to reflect on their lives and research clearly demonstrates a desire to move towards hybrid models of working in the future. As organizations continue to move forward, leaders should take the time to capture the strengths and gains made when redesigning the future of work rather than settling into the way work was before the pandemic.
What is a Team Reset?
A “team reset” is an opportunity to “team better”…to get to know fellow teammates and define what the team values. Who are we? Who do we want to be? What do we want to be known for? Most importantly: How do we get there? (Lyssa Adkins, Coaching Agile Teams).
Teams can benefit from doing a reset when team membership changes; after periods of major disruption (e.g. COVID); a member requests one or even the launch of a new product or service.
Here are 10 guidelines for teams to consider:
1. Capture the team’s key learnings from working together during the pandemic. What worked well? What did not work well? What do we want to keep as we move forward?
2. Assess team member’s needs and desires and enable them to co-create a future hybrid model that works for the team. Many expect the organization to come up with a policy – however, there is no one simple solution. Co-create with your team a model that works for the team. Provide them with a framework and boundaries. Pilot it and make adjustments as necessary.
3. Reflect on the current team culture. What has changed from the disruption? How might the team’s culture need to change for the future?
4. Examine team structure. Do we have the right team members with the right skills in the best positions? Is there role clarity?
5. Discuss the team’s dynamics. For example, how does the team address conflict? Do we address it in a healthy way to promote innovation and diversity of thought?
6. Develop or review team norms or operating agreements. Have we included “norms” for addressing virtual or hybrid environments such as “all cameras on” to maximize communication?
7. Address “team purpose”. The team needs to be clear about their purpose – what is their unique value that they add to the organization and who and what they serve.
8. Meet with stakeholders to get better clarity on their current needs and how the team can add value to them.
9. Reassess team priorities. Focus on the ones that add maximum strategic value and be ruthless in setting the priorities. Don’t be afraid to remove some. Ensure that everyone is clear and aligned with the priorities.
10. Discuss the team’s cadence and choice of meetings. How often should the team meet? When would the team benefit from meeting face to face and which situations are conducive to virtual meetings? Promote inclusivity to ensure all voices are heard.
