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The action team will change too

Introduction
Introduction Identify a wicked problem or engage the community Define your community Identify Drivers and Resisters Identify Community Stewards Identify a Backbone Organisation Identify and recruit your Action Team Choose a Collaborative Leader (within the Action Team) Undertake a new member skills survey Build community momentum Keep the momentum for change The action team will change too Gather information
Introduction Vision setting Values Setting Goals (starting with the end in mind) Choosing projects Turning plans into action Project management Finding funds and resources Advocacy
Introduction Measuring if (and where) change has occurred or not Celebrating success & identifying the lessons learned Systemising new processes and best practices Publicising the successes and lessons learned Measuring how well the Action Team has performed Skilling up new Action Team members and leaders

Be A Partner

“Change will not come if we wait for some other person at some other time. We are the ones we’ve been waiting for. We are the change that we seek.”

—Barack Obama

Change is not something that just happens to others. Your Action Team will change as the project evolves and interpersonal dynamics play out. There will be cycles of highs and lows, feelings of unlimited elation and feelings of deep depression. This is normal. In fact, the power of a team is that there is generally someone who is more optimistic at a low point or someone with a cautionary note at a time of heady elation.

Expect these stages:

1

Forming
The team act as individuals and there is a lack of clarity about the team’s purpose and individual roles.
2

Storming
Conflict arises as people begin to establish their place in the team.
3

Norming
There is a level of consensus and agreement within the team. There is clarity about individual roles. the role of the leader is important in managing this.
4

Performing
The group has a clear strategy and shared vision. It can operate autonomously and resolve issues positively.

So, just as the Confusion Room is one of the Four Rooms of Change, the Storming stage of team development can be normal. Tips to get the best from the team in these stages are:

  1. Forming: set a common Vision, agree on ways to work together and get everyone’s input.
  2. Storming: get to know each other’s strengths and personal styles.
  3. Norming: create the plans for action.
  4. Performing: delegate and move forward effectively.

Note: Ensure time and resources are put aside for internal reflection, negotiation and discussion. Internal conflicts and disagreements can fester and disrupt the outcomes of the group if everyone was too focused on “getting things done” and undervalued the importance of examining internal relationships. It is important that you present a united front to the world.

Actions

It might be a good idea for all the Action Team to do the DiSC profile, which is a simple way of seeing each others’ preferred way of working and to learn how to work best with each other. See some more on this free tool in Dive Deeper.

Dive Deeper

DISC Personality test DISC Overview: The DISC Dimensions:
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Gather information