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While there is no single definition of what a balanced integrated team looks like, there are patterns that strongly indicate that a team is imbalanced: when a team is missing key representation (like people from affected communities and non-technical positions) or when a team includes staff with only a percent of their work allocated to the project and the rest reporting to another department. This can create a sense of isolation and lack of belonging, that makes it difficult to achieve your integration ambition. Not to mention the challenges for consortiums, with staff on secondment/contracted from other agencies.
Belonging is a key driver of motivation, retention, and innovation. So getting this right is key to having a high performing integrated team. But belonging doesn’t “just happen”.
Use these plays to help build a culture of belonging in your integrated team. Creating space for everyone to feel a sense of connection with their teammates and like their voice is heard and valued will help any integrated team perform their best.
