One of the key steps in team development that I strongly recommend to my client teams is to develop a set of ground rules for the team. It’s one of the steps in my team building model. Ground rules define a team’s expectations of its members, help new members to integrate quickly into the team and create discipline. They help to address undesireable behaviour in an objective way. In short, they are one of the keys to developing high performance.

Maureen Moriarty writes here about how ground rules can help keep a team on track, and she includes some examples you might like to use:

• It’s OK to disagree.
• We challenge each other constructively; no personal attacks.
• When we present problems, we also offer solutions.
• No electronic disruptions.
• When confused, ask.
• Notify members if and when commitments can’t be met.
• Leave meetings clear: Who will do what by when.
• All members participate in problem solving — we value all perspectives.
• Stay focused and on track.
• One person has the floor at a time (no interruptions).

The important thing is that the ground rules are defined by the team working together, not imposed by any one member or by an outside authority. What ground rules have worked for you and your team in the past?