When your organization is navigating a major change initiative—an ERP implementation, a new operating model, or any enterprise transformation—the strength of your team becomes one of the biggest predictors of success.
Change disrupts routines, increases pressure, and forces people to work in new ways. Strong teams adapt. Struggling teams fall behind.
Use these 20 characteristics to assess how well your team is positioned to handle an upcoming change.
1. Clear purpose
The team understands exactly why it exists and how its work contributes to the larger change initiative. This clarity helps people stay focused when uncertainty increases and priorities shift.
2. Measurable objectives
The team has concrete, trackable goals that make progress visible. During change, measurable objectives help people stay grounded and aligned, even when the environment feels chaotic.
3. Alignment with organizational goals
Team members see how their work supports the broader transformation. This alignment prevents siloed thinking and ensures the team contributes meaningfully to enterprise‑level outcomes.
4. Clear evaluation criteria
Everyone knows how performance will be assessed during the change effort. Clear criteria reduce anxiety, eliminate guesswork, and help people understand what “good” looks like in a shifting landscape.
5. Understanding customer expectations
The team knows who it serves—internal or external—and understands how the change will impact those stakeholders. This awareness helps the team prioritize work that truly matters.
6. Clear expectations for supporting roles
People outside the team understand what the team needs to succeed. During major change, dependencies increase, so clarity about support roles prevents delays and frustration.
7. Agreed‑upon processes
The team has defined workflows and follows them consistently. When change introduces new processes, teams with strong process discipline adapt more quickly and avoid unnecessary confusion.
8. Fair distribution of work
Everyone contributes their fair share, especially when the workload increases during change. Teams that balance responsibilities well maintain trust and avoid burnout.
9. Access to needed resources
The team has the tools, training, information, and authority required to operate effectively. During change, resource gaps become more visible, so strong teams ensure they’re equipped to perform.
10. Effective decision‑making
The team can make timely decisions, even when information is incomplete. In fast‑moving change initiatives, slow decision‑making creates bottlenecks that ripple across the organization.
11. Open internal communication
Team members feel informed, heard, and comfortable raising concerns. Open communication is essential during change, when misunderstandings and assumptions can derail progress.
12. Open communication with stakeholders
The team keeps sponsors, partners, and impacted groups updated. Transparent communication builds trust and reduces resistance, especially when the change affects multiple departments.
13. Healthy conflict resolution
The team addresses disagreements directly and constructively. Change increases tension, and teams that avoid conflict often allow small issues to grow into major obstacles.
14. Rapid problem‑solving
When issues arise, the team identifies them quickly and takes action. During change, delays compound quickly, so strong teams treat problems as shared responsibilities.
15. Clear expectations for team members
Everyone understands what strong contribution looks like during the change effort. Clear expectations help people stay focused and reduce the stress that comes from ambiguity.
16. Mutual support
Team members help one another, especially when the demands of the change initiative stretch capacity. Supportive teams maintain morale and prevent burnout during high‑pressure periods.
17. Ongoing performance monitoring
The team regularly checks how it’s doing and adjusts as needed. Continuous monitoring helps teams stay aligned with shifting priorities and emerging project realities.
18. Commitment to continuous improvement
The team actively looks for ways to get better, even while navigating change. This mindset helps teams adapt quickly and build resilience for future challenges.
19. Achievement of goals
The team consistently meets—or is on track to meet—its objectives despite the added complexity of the change initiative. Results matter, especially when the stakes are high.
20. Pride and satisfaction
People feel good about being part of the team and believe they’re contributing to something meaningful. During change, this sense of purpose fuels engagement and commitment.
How Did Your Team Score?
If only a handful of these characteristics describe your team, it’s time to take action. Major change amplifies every weakness—and every strength. With the right support and a willingness to make changes, any team can improve.
To help leaders get started, we created the TeamCheck Assessment, a simple tool based on many of these characteristics.
Take the TeamCheck Assessment
This free assessment helps you reflect on your team’s strengths and challenges during change. Rate your team on key effectiveness characteristics. It takes about five minutes.
Rate your team now.
I Can Help
If you’re concerned about how your team is handling a major change initiative, reach out. We’ll talk through the symptoms, uncover the underlying causes, and build a plan to strengthen your team’s performance and resilience.
