The last step of your virtual team meeting is not running through the list of action item assignments and due dates as quickly sign off. The end of that project your team has worked on is not implementation, review of the ROI or that celebration you had planned. The last step is the one that gets the least amount of attention, has the biggest impact on employee development and almost never gets accomplished.

If you really want to develop a high performing team then you will all need to spend time reviewing and talking about the lessons learned. If no one knows how your success or a less-than-terrific outcome came about, it will require a lot of luck when you try to reproduce it or the team members move on to lead their own teams.

ASK & ANSWER:

• Goals - Did the team members knew what the goal (or goals) was for the team. Did they change over the course of the project? If so, how was that communicated?
• Roles – Were team members clear about the role they had on the team as well as the role of others? If so, how was that communicated?
  
• Hope and Reality – What did people expect to happen at the outset of the project and what actually did happen? What accounted for any gaps?
  
• Keep – What went well and why? Future teams will want to know what worked. It is also good for team members to have group and individual success’s encouraged and articulated.
  
• Toss - What would be done differently and how? Anything that could be improved upon can contribute to a better experience and outcome next time. Everything from pre-team planning, meeting logistics, communication processes, conflict resolution, obtaining resources and support, and potential problem protection can be assessed.

Assessing and evaluating the lessons learned is how continuous learning, development and improvement can be woven into the fabric of your team and your organizational culture. Even when you are not physically in the same place, the step of a post-mortem project review with the team improves performance and supports engagement

And suggesting that people bring their own special refreshments can make it feel more like a welcome and celebratory task!

Nationally recognized consultant, trainer, author and professional speaker Joni Daniels is Principal of Daniels & Associates, a management consulting practice that specializes in developing people in the areas of leadership and management, interpersonal effectiveness and efficiency, skill- building, and organizational development interventions. With over 30 years of experience, she is a sought after resource for Fortune 500 clients, professional organizations, higher education, media outlets and business publications. Joni can be reached at http://jonidaniels.com