In the Office: Building Your Dream Team
Considering the following questions can help you assess your development team’s strengths and weaknesses, and get you started on your way to forming your own dream team.
1. Is there a collective sense of why the team exists, and is everyone fully invested in accomplishing the mission and goals?
2. Does the staff fully embrace the fundraising strategy and plan, with each team member knowing what needs to be done next, by whom and by when?
3. Is each team member independently able to perform his or her role while appropriately reaching out for advice from more experienced members when needed?
4. Are the lines of authority and decision-making clearly understood?
5. Is conflict dealt with openly and considered important to decision-making and personal growth?
6. Do team members feel their unique personalities are appreciated and well utilized?
7. Are group norms for working together set and seen as standards for everyone in the group?
8. Do staff members find team meetings efficient and productive, and look forward to this time together?
9. Do staff members know when the team has achieved successes, and do they share equally in the victories?
10. Are there sufficient opportunities for feedback and advancement of skills, and are they taken advantage of by team members?
Dream teams are results oriented, always looking to improve the team’s potential. Building a dream team is a continuous process that’s focused on clear and consistent goals. The way of life in the development office reflects concern for each team member’s needs and ambitions, and recognizes the unique contribution each individual can make.
Betty Ann Copley Harris is president of Copley Harris Co. and can be reached at firstname.lastname@example.org.