Each team member needs to have a clearly defined role, so they understand their specific duties and how their work contributes to the team’s success. This sub-element involves defining not only functional roles but also interpersonal roles (e.g., leadership, mentorship, collaboration). Regular role reviews ensure alignment with team needs and adaptability to change.

Effective communication is essential for team coordination. This sub-element covers how team members communicate with one another, the use of formal channels (e.g., emails, meetings, reporting systems) versus informal ones (e.g., quick chats, instant messaging), and the frequency of updates. Attention is given to active listening techniques, fostering an environment of open communication, and ensuring that feedback loops exist for continuous improvement.

Conflict is inevitable in teams, but managing it effectively can lead to growth and stronger relationships. This sub-element focuses on identifying sources of conflict, managing emotional responses, and using structured techniques to resolve disagreements. It promotes a culture where conflicts are seen as opportunities for improvement rather than disruptions. Specific tools such as mediation, negotiation, and structured dialogues are taught. Additionally, team members learn how to provide constructive feedback and confront issues before they escalate.

Trust is the foundation of strong team dynamics. This sub-element involves building and maintaining trust through transparency, honesty, and consistency in team interactions. Trust enables open communication, risk-taking, and collaboration.

Team norms are the unwritten rules that govern team behavior. These norms shape how team members interact with one another and influence the team’s overall culture. This sub-element focuses on helping teams establish positive norms (e.g., punctuality, mutual respect, collaboration) that enhance productivity. The process of norm-setting involves active participation from all team members, so everyone is committed to the standards. Teams learn how to adjust norms when needed and how to hold one another accountable for adhering to agreed-upon behaviors.

Teams must be adaptable to changes, whether in project scope, team structure, or external conditions. This sub-element focuses on developing a flexible mindset among team members so they can pivot quickly when necessary. The training covers how to manage ambiguity, deal with uncertainty, and remain productive in the face of evolving challenges. Teams also learn about agile practices, which encourage iterative progress and responsiveness to feedback.

Leadership style refers to the way a leader guides, motivates, and manages their team. This sub-element covers various leadership styles, such as transformational (inspiring change and growth), transactional (focused on rewards and punishments), servant leadership (prioritizing the team's needs), and situational leadership (adapting style to the circumstances). It is necessary that a team understands the type of leadership they're under so that they perform their duties accordingly. Additional it is is necessary for the team leader to understand the type of leadership that would work best on the team he is managing for better productivity.

Keeping a team motivated and engaged is essential for sustained high performance. This sub-element covers various motivational and practical strategies for boosting team morale. Leaders learn how to create an environment where team members feel valued, challenged, and connected to their work.

Skill assessment involves evaluating the current abilities of team members to identify strengths and areas for improvement. Development refers to the ongoing process of enhancing these skills through training, mentoring, and practical experience. This sub-element focuses on creating individualized development plans that align with both the team’s needs and the company’s objectives.

Strong interpersonal relationships among team members are essential for trust and a positive team environment. This sub-element includes activities and strategies to help team members get to know each other, build rapport, and develop mutual respect. Resources will focus on team-building exercises, social activities, and techniques for fostering respectful connections among team members.

This sub-element focuses on aligning team members around a common mission and core values that guide behavior and decision-making. When the team is committed to a shared vision and values, they are more likely to collaborate effectively and support one another. Resources will include workshops on crafting a shared vision, discussions on core team values, and exercises that reinforce these principles in daily activities.

Transparency communication is vital for team cohesion. This sub-element focuses on improving how team members share information, listen to each other, and ensure that everyone is on the same page. Resources will include videos and real-life examples of the usefulness of transparency in team readiness.

Performance metrics, particularly Key Performance Indicators (KPIs), are essential for quantifying team readiness and effectiveness. This sub-element focuses on identifying the most relevant KPIs that reflect team goals, setting benchmarks for success, and implementing a system to track these metrics consistently. Effective KPIs should be specific, actionable, and aligned with the overall objectives of the team and organization. Resources will include training on selecting and defining KPIs that are aligned with strategic goals, and setting realistic benchmarks that challenge the team while remaining achievable. Training will also emphasize the importance of regularly reviewing and adjusting KPIs to reflect changing team dynamics and market conditions. Leaders will learn how to use these metrics to make informed decisions, allocate resources effectively, and identify areas where the team excels or needs improvement.

Regular feedback mechanisms are crucial for monitoring team performance and addressing issues before they escalate. This sub-element emphasizes the importance of creating a structured feedback process that includes both formal performance reviews and ongoing, informal feedback. The goal is to provide continuous guidance and support to team members, helping them stay on track and improve their performance. Resources will cover best practices for conducting formal performance reviews, including how to prepare for these reviews, set the right tone, and deliver constructive feedback. Training will also focus on establishing informal feedback loops, such as weekly check-ins or peer feedback sessions, that allow for real-time adjustments and support. Leaders will learn how to balance positive reinforcement with constructive criticism, create a culture where feedback is welcomed and acted upon, and use feedback as a tool for development rather than just evaluation.