Greater understanding of each other’s responsibilities, authority, and limitations builds over time.  Building a culture of genuine curiosity, rather than blaming, helps MDT members ask questions about what each of you can and cannot do.  The important strategy is to be able to build better mutual understanding of your work, without targeting any frustration at each other, so that you can engage in successful problem-solving.  Chances are that none of your MDT members have all the power, resources, or authority they might like to exercise on behalf of your community.

Here is one exercise, with three examples of questions that could be asked.  They can be used as an opening exercise in your meetings and as a framework for sharing information with new members of the group or with the public.

Consider using a single question as an icebreaker at the beginning of a meeting.  Responses should be specific and concise rather than all encompassing.

Q1:  To enable our best work, one thing [my department or organization] needs from you is ___________.
Q2:  A common misunderstanding about the allowable scope of my work is _____.
Q3:  A resource, asset, or service [my department or organization] can provide but you might not know about is __________.

In the debrief, allow follow-up questions, then discuss any common themes that were mentioned in response to the first question.  There may be things that you all need from each other, such as complete and accurate background data or timely responses.