The Five Disciplines

Does the team have a clear mandate and shared accountability from those it reports to?

This is the WHY. It's about understanding who the team serves, what those stakeholders need, and whether the team has a clear commission to act. Without this, a team can be internally excellent but externally irrelevant.

Are purpose, goals, roles and action commitments clear and owned by everyone?

This is the WHAT. The team needs shared clarity on its purpose, agreed goals, defined roles, and commitments that are followed through. When this discipline is weak, teams make decisions that don't stick.

How well does the team work together internally?

This is the internal HOW. It covers ways of working, mutual accountability, engagement, morale, trust, and constructive conflict. Are meetings productive? Do people say what needs to be said? Is the workload shared fairly?

How effectively does the team engage outward — with employees, stakeholders, and the changing environment?

This is the external HOW. Does the team speak with one voice? Does it actively engage employees at all levels? Does it stay attuned to what stakeholders need — HQ, JVs, partners, the market?

Does the team invest in its own development, and do members give each other honest feedback?

This sits at the center and connects all four disciplines. It's about reflection, adaptation, and development. Does the team learn from what works and what doesn't? Do members push each other out of their comfort zone?