I had recently read The Wisdom of Teams which left me with the idea that I've never worked on a real team. In fact any of the jobs I've had have had an averse environment for them, even though some could have benefit from having real teams. Now I've found myself thinking in my current job how I'd define some goals that are clearly defined and something the rest of the potential team could get behind and I keep getting stuck. Even if good goals were eventually around how would we know we got there.
This lead me into measurements where I poked around for a good book on that and decided to read Measuring and Managing Performance in Organizations. Robert Austin develops an interesting model for behavior and a compelling case for concern when measuring the performance of employees. It seems that a critical base for helping teams form is likely in working hard to ensure informational measurement can be kept while avoiding motivational measurement. This ties back to the need for trust among team members that is mentioned in The Wisdom of Teams.
That was silly...remember measurements do not make teams, but if a team has measurements then they should strive to be informative instead of motivational.
