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Some of the best work of an MDT can be accomplished informally—just by meeting together, building relationships, creating lines of communication, and sharing basic information about each other’s work.
However, one function that warrants a more formalized or systematic approach relates to accountability: who is going to do what, when, how, and under what circumstances. Three steps can be followed to ensure accountability within your MDT:
Step 1
Remove any role ambiguity. Talk with your team about the expected outcomes of the role and strive for agreement about why and how a task needs to be carried out. Summarize why the expectations placed on any individual will be important to the success of the team.
Step 2
Be specific about the expectations for the work. Clear explanations of the tasks are less likely to be misinterpreted. Documenting the expectations in minutes of MDT meetings provides the team with a useful reference for the future.
Step 3
Say the words. One strategy is to wrap up every meeting by summarizing the next steps people are expected to take. That also provides an opportunity to design backup plans of support or designate points of expected collaboration. Similarly, begin the next meeting by asking for updates on progress. If the MDT creates permanent roles, formalize the expectations in writing. Clarifying the expectations of the position creates ownership and can be referenced in times of confusion. It also helps prevent the duplication of responsibilities, thereby increasing productivity. Finally, provide consistent, constructive feedback and recognition for tasks to help motivate team members.
Everyone benefits by understanding each other’s roles, as well as the expectations for accountability placed on them.