- Clear & meaningful purpose (values, vision, mission)
- Review vision established by board, short-term and long-term
- Evaluate role of group within this larger vision
- Review and rewrite mission statement as necessary
- Imagine how teamwork can be inspirational and transformative (use Appreciative Inquiry process annually or more frequently)
- Measurable goals (success to significance)
- Near-term (1 year) & far-reaching (5 years)
- Create annual calendar
- Action plan with milestones
- Assessment process
- Defined roles & responsibilities (trust & delegation)
- Defined scope of work at all levels
- Interconnection with WUU Board, WUU “Staff”, and WUU Organizational Structure
- Informed & transparent decision making process (empowerment)
- Relevant data & shared point of view on the table
- Consensus? Majority? Veto power?
- Attention to which voices are heard and not heard
- Attention to who is at the table and not at the table
- Effective communication (listening & relationship)
- Openness & candor; deep listening
- Relevant & timely information shared
- Confidentiality as appropriate
- Healthy group norms (respect & vitality)
- Accountability (deliver on commitments)
- Initiative (step forward)
- Empowerment (no “learned helplessness”)
- Trust & positive regard
- Resourceful & collaborative
- High road resolution of disagreements
- Recognition (“seeing” & gratitude)
- Self-care and renewal
- Engaging & effective meetings
- Attention to succession planning (realizing potential)
- Mentor & develop new leaders