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18 lines
3.2 KiB
18 lines
3.2 KiB
4 months ago
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tgwall&333&TeamTr&6.0.0&&&TeamTr&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N
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0.1.o.o.o.1.&TeamTr.001&TeamTr.002&TeamTr.003&TeamTr.004&TeamTr.005&TeamTr.006&TeamTr.007&TeamTr.008&TeamTr.009&TeamTr.010&TeamTr.011&TeamTr.012&TeamTr.013&TeamTr.014&TeamTr.015&TeamTr.016&TeamTr.017&TeamTr.018&TeamTr.019&TeamTr.020&TeamTr.021
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&?0=0?1=0?2=0?3=0?4=0::P1.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P1.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P1.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P2.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P2.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P2.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&::P7.0:1:1:0
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&?0?xxx?xxx?xxx?xxx::we dont have any idea what the purpose is, so <BR>its hard to emphasize it. the team lead needs to <BR>come up with it, and then we can start emphasizing <BR>it. <BR><BR>were too busy doing the actual work to really <BR>worry about purpose. altho, i do imagine its <BR>probably a good idea to be on the same page about <BR>the purpose.&?xxx?xxx?2?xxx?xxx::this can be a problem because we tend to sweep <BR>disagreements and conflicts under the rug. thats <BR>just the way it is around here.&?xxx?xxx?xxx?3?xxx::like i said before we dont do well with conflict, <BR>and if we were a good team, wed opendly deal with <BR>it. but we dont. thats why i rated this <BR>usually rather than almost always.&?xxx?xxx?2?xxx?xxx::this is something we need to work on.&?xxx?1?xxx?xxx?xxx::&?0?xxx?xxx?xxx?xxx::&?xxx?xxx?xxx?xxx?4::our team does an excellent job at this. we always <BR>look at how a decision will effect others, and <BR>considers other perspectives.&?xxx?xxx?xxx?3?xxx::more likely if theres agreement.&?xxx?xxx?2?xxx?xxx::&?xxx?xxx?xxx?3?xxx::were pretty good at taking responsibility for what <BR>we do. but, if were not to blame, were not <BR>taking someone elses hit.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?xxx?4::excellent at this.&?xxx?xxx?2?xxx?xxx::were supposed to have monthly meetings, but we <BR>often have to skip these because of the work load. <BR>when we do have a meeting, we discuss team <BR>performance.<BR><BR>this is important.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?2?xxx?xxx::were ok at this, but need to do better. lots of <BR>times we do it ourselves, which is quicker than <BR>explaining.&?xxx?1?xxx?xxx?xxx::where are we going?<BR><BR>how will we get there?&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::were clear about it, but dont hold people <BR>accountable if they DONT meet our expectations.&communication, because we use too much email, and
<BR>then wonder why we are better as a team
<BR>confrontation--we need to do better here
<BR>purpose==what is it?::this was very helpful, and should go a long way to <BR>helping us improve our teamwork. thanks for taking <BR>the time to ask.
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