Find out some tips on how to Create a Team with a Positive, Can-Do, & Will-Do Attitude and how recognizing 12Cs can improve your team. [Student Handouts]

1. The 12 “C’s” of Can-Do Teams
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1. CLEAR EXPECTATION
Know who is in the Leadership Roles
Be Organized
Know the Resources – where are they? Ask. Is there a binder? Who do I need to reach
out to (military POC) & Family Program Staff?
Reach out to existing Support Networks and BE a Support to each other. Who are our
biggest cheerleaders?
Have Position Descriptions.
Have clear Performance expectations. List what you shall do or deliver, what level
should be performing at? As a volunteer we may not have such clear expectations, but it
would be nice to know what’s out there.
Manage leadership and team member expectations
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2. CONTEXT
Have Understanding of how we fit into the big picture.
Define things for team members and for others
Know and express the Big Picture; the goals, the mission, the vision
Are we doing our best to achieve our goals?
Can we give someone an elevator speech about our goals, mission and vision
What are your tools?
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3. COMMITMENT - Team members should ask themselves reflective questions.
Do you want to be here?
If you show up and be on this team, do you really want to be here?
Do you want to make this work? Do you want this team to be successful?
Do you feel valuable to this team?
Do you feel recognized for your efforts?
Do you feel like you are growing? In what areas?
Are you enthusiastic?
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2. 4. COMPETENCE
Does your team have the Capacity? Maybe you don’t have all the tools in the toolbox.
Do a weather check and think about whether you have all the tools you need to “fly your
plane,” to get up and go and reach your goal or destination.
Does the team have the right person for the right job? Does a team member have a “mad
dog skill” at something to help get the job done?
Some tools might include:
Existing Skills – maybe several people have a similar skill.
Training for new skills. What can we do to gain more skills?
Access to resources
Support – If you don’t have the support with the level of confidence you need to do
what you’re doing. Make sure you have the right support from each other.
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5. CHARTER
A charter is the grant of authority or rights, stating that the granter formally recognizes
the prerogative of the recipient to exercise the rights specified. It is implicit that the
granter retains superiority (or sovereignty), and that the recipient admits a limited
status within the relationship, and it is within that sense that charters were historically
granted, and that sense is retained in modern usage of the term. [Wikipedia]
Appointment letters
Volunteer agreement forms
Formality, structure
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6. CONTROL
It’s about being:
Empowered. Controls over what we are responsible for. Recognition.
It also allows us to Take Ownership of what we do
Understanding boundaries & Limitations.
Know your “Level of authority.”
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3. 7. COLLABORATION
Understand things like:
Team and group process
Stages of a project
Roles & responsibilities (who has what position & what task) for your Volunteers, staff,
command
Cooperation. How can collaboration work without cooperation? Right? Team members
have to work TOGETHER to get things done.
FRG Mission
Good Problem solvers
Ability to effect resolution
Ability to exercise good meeting management. To have a successful meeting, it takes
more than one person. Make sure all the right people know! Keep things on task.
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8. COMMUNICATION
Team leaders and members are able to communicate
Clear priorities of a task
Establish methods for feedback -- Ask your leadership, how often do you want us to
communicate? What is the best method?
Provide regular leadership information
Are Honest
Utilize a diverse delivery.
The bottom line is – are we getting our message out effectively?
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9. CREATIVE INNOVATION
Another key element in a successful, Can-Do Team is a climate of Creative Innovation.
Members have a:
Willingness to change and grow
Reward new ideas
Build on their Competency “C” with Training
Build on their Communication” and “Collaboration” “C’s” with Team building
Encourage think tanks
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4. 10. CONSEQUENCES
Consequences sounds like an uncomfortable topic, doesn’t it? The truth is, consequences are “a
result or effect of an action or condition” and that can be great or it can be an opportunity to
learn and grow.
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Consequences can be at the Team and/or the Individual level. Whatever the level, Team
members need to be:
Responsible and Accountable
Be prepared for the Rewards, Recognition, and the Repercussions
Know that Finger pointing -- good & bad – may occur. Team members might hear things
like: “Great job!” or “Can you believe she/he did that?”
Celebrate overall gains
Learn from overall setbacks
Manage issues soon, at at root level professionally.
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11. COORDINATION
Some key elements to Coordination include:
Central leadership
Strategic Planning
Asking the big questions, such as “We provide a service, are we working together?”
Making sure the team is Cross-functional, Cross-educational (have training to pick up for
someone else), Cross-understanding. In our careers, this might mean working with multi-
department teams. In our volunteering, this might mean working with all levels of the
volunteer structure, from the command to Family Programs and in between.
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12. CULTURE
Are we experiencing cultural change? We might be talking about a command change, a
structural change as a result of a state or national policy change.
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Successful, Can-Do Teams:
Assess the climate
Encourage inclusion
Learn from past
Ask questions
Assign or work with “Change Agents” to help navigate the change. Who are your
cheerleaders?
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5. ACTIVITY: Stop, Start, & Continue
“What can we (stop, start, continue to do) to improve our FRG?
1. Identify tasks. 2. Assign tasks. 3. Identify date to comply. 4. Set date to follow-up.
Role Stop Start Continue
Me
Workgroup,
Committee,
small team,
project
Volunteers
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6. ACTIVITY: Stop, Start, & Continue
“What can we (stop, start, continue to do) to improve our FRG?
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1. Identify tasks. 2. Assign tasks. 3. Identify date to comply. 4. Set date to follow-up.
Role Stop Start Continue
FRG
Leaders
FP Staff
Command/
POC
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