Score Possibilities for - Execution
Inspiring
The team has crystal clear goals, lines of authority, and schedules. People understand their roles, and they work hard to fulfill their assignments according to the deadlines. The leaders provide adequate resources for every task. To make sure projects are completed with excellence and on time, the team has an effective feedback loop. And they regularly celebrate every success.
Accepting
The team has an effective system in place to clarify goals and individual’s roles. Most of the time, people work well together to meet deadlines and work effectively, but a few who fail to do their part occasionally slow the team. The leader addresses this problem from time to time, but it doesn’t seem to change.
Stagnant
The team gets some things done fairly well, but they lack the fire and drive to be a truly effective team. No matter what the project is, something always seems to be missing: clear goals, identified roles of each team member, resources, feedback and communication, or something else. Every time failure occurs, people are quick to point at someone else to blame.
Discouraging
Too often when the team tackles a task, several pieces of the puzzle are missing: clear goals, identified roles of each team member, collaboration, resources, feedback, or deadlines met. Consistent failure and lack of accountability ruins the atmosphere of the team. People lose enthusiasm for their work, and they constantly blame others for their problems.
Toxic
Leaders may rant and rave that they won’t accept failure any longer, but nothing changes, or they may have given up entirely on the team having any impact. Chronic failure can be traced to a number of problems, including poor modeling by the top leaders and a systemic breakdown of roles, goals, resources, and deadlines. Doing a poor job has become normalized, so attempts by individual staff members to do an excellent job are considered a threat to the rest of the team. Lethargy, then, is rewarded and institutionalized.