There is no right answer for how many people you should have on your MDT. In the beginning, it can be advantageous to have a smaller MDT of four to six members so that you can focus on building your working relationships and then expand later as needed. A smaller dedicated team can help build the necessary foundation for collaborative work and grow the effort over the long haul.
Here are three key considerations to balance:
- Adding more people in varying roles contributes to the collective knowledge of the MDT and can be a strong asset when problem-solving, especially in emergencies. However, as the group size increases, so might the challenges in managing the MDT.
- Larger MDTs require more formalized expectations of leadership and management than smaller MDTs. Clarify roles and responsibilities regularly. Ensure broad access to the documentation of the MDT’s work over time, while protecting all confidential information appropriately.
- As MDTs get larger, some members may feel less valuable or interested and choose to disengage, whether by not contributing to group discussions or otherwise not participating to their full capacity. MDT leaders will need to be intentional both in reminding their diverse members why each person’s perspective matters and in designing meeting agendas to include small group discussions or exercises that seek the input of everyone present.
Resource: Potential MDT Members
