This is Team Clock

©2011. Team Clock Institute®

What is Team Clock?

Copyright Team Clock Institute 2011

Team Clock is a book, a blog, a workshop, an assessment, a model for team health and effectiveness.

What Others are Saying…


“[Team Clock] made me think hard - really hard - about what it means to join or lead a group of people.”

Seth Godin, Bestselling Author, Tribes

“A simple, direct and powerful resource for engaging and leading teams in the new economy.”

Michael Foster, Chairman and CEO, Human Capital Institute

“Team Clock is full of applications for every kind of group, from business teams to families.”

Professor Julie Hennessey, Kellogg Graduate School of Management, Northwestern University

“A masterpiece! Team Clock offers athletic team managers and coaches a proven formula for success.”

Roland Hemond, Assistant to the President, Arizona Diamondbacks


This is the Team Clock



Figure 1: Attachment | Loss

There is a direct correlation between the degree of

attachment achieved and the degree of loss experienced within a relationship.

Attachment (6:00): All teams seek some level of emotional closeness and unity. In Attachment, team cohesion is so high that individuals feel as one. Closeness is indulged, and we unite with our teammates. Loss (12:00): Loss is universal. Whether through death, divorce or departure, people leave our lives. Sometimes, it’s not the loss of a person, but the loss of how things used to be, a loss of status, or a shift in roles and responsibilities.


Figure 2: Independence | Dependence

There is a direct correlation between the degree of

dependence achieved and the degree of independence experienced within a relationship.

Dependence (3:00): Dependence is a paradox. On one hand, when we know we can depend on our teammates, we feel a sense of security and safety. On the other hand, our commitment to the team may reduce our level of control. Independence (9:00): Independence is exhilarating and frightening. Being independent means you don’t have to rely on anyone else. You can experiment with life seemingly free from rules and structure.

The Team Clock


High Performing Teams


1:00 Investment: High performing teams enjoy clarity about norms, roles, rules, boundaries, goals and responsibilities.

2:00 Testing: In high performing teams, differences are celebrated as strengths and conflict is viewed as an opportunity. These differences will be needed later to innovate.

3:00 Dependence: High performing teams share a common vision for the future and are committed to do what it takes to achieve results. The team’s foundation is established.



4:00 Trust: In high performing teams, members follow through with commitments as reliability and dependability are anchored. This accountability enables trust to grow organically. Passing successive accountability tests deepens the trust.

5:00 Cohesion: A personal connection develops in high performing teams as members display caring and interest in each other and are willing to share resources and take risks. The “we” becomes more important than the “me.”

6:00: Attachment: High performing teams become interdependent and proactively monitor team health with a willingness to fix interactions that fall outside of agreed upon norms. This foundation becomes the launch point for the team’s deliverables.



7:00 Innovation: High performing teams dedicate time and resources to new ideas and solve challenging problems. The foundation built in the investment and trust phases support unconventional approaches. Creative teams have fun.

8:00 Risk: High performing teams sacrifice comfort for growth. Differences areleveraged as strengths. Smart risk taking pushes the team to new levels. Team members embrace the change that innovation creates. Benchmark productivity ensues.

9:00 Independence: Team culture empowers freedom in high performing teams. Leadership encourages initiative, envisions new opportunities, and is willing to experience change in the team structure in order to achieve breakthrough performance.



10:00 Distancing: In high performing teams, members hold themselves accountable for managing change effectively with maturity and resilience.

11:00 Separation: High performing teams acknowledge loss and express an appropriate range of emotions. Talent is repositioned to accommodate the new realities that innovation has produced.

12:00 Loss: High performing teams are continually alert to new opportunities and recognize the need to refocus and reinvest in the team’s next challenge.

The Simplified Team Clock


Team Clock Principle #1: The cyclical pattern is a natural and ongoing part of all relationships.



Team Clock Principle #2: Each stage of the clock is functionally necessary to support the stage opposite to it on the clock.


Where is your team currently on the Team Clock?

What can you do immediately to increase your effectiveness as a team and enhance your team’s

performance?

Healthy Teams Unhealthy Teams -clear norms and goals -lack of direction -conflict invited & addressed -conflict avoided, not discussed -mutual trust -lack of accountability -sense of inclusion -people feel excluded -willingness to take risks -cautious adherence to status quo -resilience during adversity -resistance to change


Is there a quick, validated, reliable method for assessing team effectiveness?


Team Clock provides a diagnostic tool as the organizing framework for teaching team effectiveness, diagnosing team challenges, and targeting actions. Simply, each member of the team participates in a quick, 40‐question assessment survey. Results are analyzed revealing the strengths, vulnerabilities, areas of congruence and discord on the team. A debriefing session is facilitated to discuss the results and identify targeted actions that will bring measurable change in team engagement and productivity.

Initiating a Team Clock Assessment is easy!

www.teamclockassessment.com

Copyright Team Clock Institute 2011

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This is Team Clock