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Hypothesis 4: The most motivating goals are those which engage us emotionally. What is your experience of goals that have captured and focused your attention?
Hypothesis 5: Having team members understand each other’s roles, responsibilities and expectations increases productivity. What is your experience of working in teams where this clarity was present or absent?
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Hypothesis 13: Role modelling positive and inclusive behaviours is influential on team members. What is your experience?
Hypothesis 14: Sharing best practices – good and bad – encourages team members to experiment with innovative approaches. What is your experience?
Hypothesis 15: Successful team leaders are happy to both give and receive positive and negative feedback. What is your experience?
Hypothesis 3: It takes a lot of trust to have honest dialogue in teams where assumptions can be tested. What is your experience where trust levels have been very high or low?
Hypothesis 9: Stretching team members slightly beyond their comfort zone drives learning and high performance. How far beyond one’s comfort zone is ideal? What is your experience?
Hypothesis 10: Without recognition of contribution at an individual and team level, performance suffers. What’s your experience of the relationship between recognition and performance?
Hypothesis 11: Teams are most motivated when they have autonomy over the majority of decisions. Do you agree?
Hypothesis 12: A lack of sleep significantly lowers team performance. What is your experience?
Hypothesis 6: Having team members openly discuss their assumptions as part of a decision-making process is critical for good outcomes. How often are assumptions discussed in your experience and what has been the implication?
Hypothesis 7: Thinking through the range of best and worst case outcomes as a team helps maintain focus and performance during disruption. What is your experience?
Hypothesis 8: Most people and teams are unaware of the biases impacting their decision making. What is your experience?
Hypothesis 1: A defined and clear sense of shared and personal purpose is the foundation for team engagement. What is your experience of how purpose drives performance?
Hypothesis 2: Creating a shared identity as well as a common enemy helps bind and motivate a team. What is your experience of identity in teams?
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