The team values according to TeamValue

The 3 team values

We can be brief about it. The basics start with safety, guts and fun. As a stakeholder or management, you want to secure these three team values within your teams.  

When we start a new project with the client, the first thing we look at is whether these three values are present. Is the team lacking? Are they not keeping appointments? Or are they not having fun? Chances are that the team values are underexposed. Time for action!

Team value: safety

We'll start with the very first team value, because without safety there is no guts. So we'll take that one first.

With the team value of safety, we create an environment where mistakes are allowed, where no one is dismissed, there is respect for each other, and where people dare to be vulnerable when necessary. Encouraging collaboration, both inside and outside the team.  

The basis for creating security:

• Provide an open and safe working atmosphere where it is never at someone's expense (otherwise speak to that person).   
• Give help only when the other person asks for it. Encourage asking for help and compliment. So compliment not only the person who gave the help, but also the person who asked the help question.  
• Strike the right chord at retrospectives and bring out the real story/feeling.If you notice something going on, broach the subject. It is extremely important to discuss the undercurrent. If you don't, feelings will fester and eventually get in the way of cooperation.  
• Examine whether everyone dares to speak out and encourage/coach that this happens. Everyone should be able to express their opinions.
• Encourage connection and a mutual bond. So also seek the informal line with each other.

• New members on the team? Make sure you put the value of safety directly with them. That's the bottom line.  

Team value: guts

Once the team value of safety is secured, we move on to the team value of guts. As a team, you can be ambitious and set the bar high. However, it is important that you dare to speak to each other and together strive to get the best out of yourself and the team.  

Teams with guts dare to do things they find exciting. They dare to experiment, to fail and to learn. They engage in that very difficult conversation and make themselves heard when others do not.  

The basis for developing guts:

• Giving feedback, asking for feedback and forcing feedback. You NEVER give feedback to someone on behalf of someone else. So if someone comes to you with feedback for someone else, you send it to that person. Is feedback not being voiced? Then bring them together and initiate a feedback conversation.  
• Are you team lead? Then set a good example yourself by providing feedback and naming the undercurrent if it is present.  
• Hold people to their responsibilities and express your expectations to each other in this. 
• Coach the other person to take that responsibility and step back yourself in this.  

• Don't avoid difficulties, but discuss them. Discussing things is often less difficult than we think.  
• In short, we create an environment where everyone can be themselves and get the most out of their personal and substantive development. All with the goal: a high-performing team.  

Team value: fun

Does this all sound a tad too serious? That's right. As long as you don't add fun, it would. Working (together) should also be fun. So make sure results are celebrated.  

The basis for adding fun:

• Make it fun by setting a goal together and pursuing it.
• Celebrate successes. So buy that cake or host that get-together when the sprint is accomplished.  
• Dare to be creative and innovative. If you have never done something before, now is the time! Step out of your comfort zone.  
• Fun may also be lighthearted, such as a chat at the coffee machine.  
• If you want to go completely out-of-the box, add a game element. This can be an ongoing game or applied at specific times. More importantly, reward! Set the reward in advance. When the result is achieved, celebrate together as a team. Want to know more about this? We wrote a blog about this: 'Get rid of the silly strategy. Choose the Rockerfeller method'.  

It's all about commitment

We hear you thinking: how do I make sure my team doesn't "freewheel" with these team values? Simple. It's all about commitment. Make it clear as a team what you are saying "yes" to and adjust accordingly. Communicate, inform and escalate where necessary. Only then will you have a team on which you can build, where there is mutual trust, agreements are kept and the alarm is raised in good time. And yes, also with a lot of fun!

How commitment delivery, retention and adjustment works? What process should the team go through to keep all stakeholders informed and happy?

Then download now for free our cheat sheet On giving commitment.

P.S. Need help? No problem, we have Agile coaches to help you with this. Please contact Hans Borkent at [email protected] or call him at +31 (0)6 46 00 31 71.