Team Performance

Gosh.. here we are in 2007. And my oh my, where has the time gone. Considering that this wonderful blog has only a pittance of updates then I guess there wasn't all that much to rant about in 2006.

I've been actively reading up on team development, methods to keep individuals engaged as a high performing team. The content came from a corporate leadership book that was published back in 1995. My immediate reaction was that this outdated information is not worth the read.. but it was.

There were a number of very interesting strategies mentioned. Each required a dedicated commitment; not quick bandaid solutions.

• Establish currency: The idea here is that you create a monetary reward system that team members receive, and can use to pay others that they depend on to get work done. The currency value is in the form of shares. Share value is determined at a regular basis and is based on meeting the quality, and performance objectives of project milestones.

• Peer review: Team member performance is evaluated by the team. Each member is judged by their peers towards demonstrating the requisite competencies for success. This helps to avoid where team members feel that they are carrying the load for non-performing team members... using team based competencies helps avoid individual local optimization at the expense of others.

Yes, there were many other very interesting options.. but not enough time to write about them today.