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Clearly
define what's changing.
Moving into a new phase may require different
mindsets, involve new people, introduce other areas of focus.
Likewise, there are often old issues that can be put to rest. This
is an excellent time to "clear the decks", and make sure
people are letting go of things they no longer need to worry about,
and are re-focused on the new direction.
Identify new stakeholders.
You need to know who they are, what you need from
them, and what they need from the team.. Where do they stand on the
issues facing your team? You need to know, and decide how to best
ensure communication pathways are clear.
Orient new team members.
Joining a team mid-stream is difficult, and a
"sink or swim" approach makes it even harder for new team
members to fully contribute. Stop the action, and orient new team
members to the team's work. While this may seem like common sense,
investing time in new team members frequently gets overshadowed by
other, seemingly more urgent priorities.
Capture knowlege from team members
leaving.
This is a great time to
acknowledge their contributions. You also need to know what
information, contacts, resources the team will need from them
moving forward.
Discuss how the team's goals have changed.
What are the assumptions everyone is making? Get
everyone on the same page.
This is a
perfect time for a quick team tune-up.
Is there any team dysfunction that should be explored
and resolved? Do people make a conscious decision to trust and
give each other the benefit of the doubt? Does the team manage
conflict OK? Has the team been meeting its goals? Is communication
open and direct? If not, best to address these sooner, rather than
later.
Team Leader - it's a lot to facilitate a
meeting like this, while actively participating as well. Want some
help? Call me, I'll design and run this meeting for you.
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