In today’s complex and dynamic business environment, creating a cohesive and high-performing team is paramount. At RSG Performance, an important part of our 360° Growth System is developing frameworks that sustain trust, collaboration, and resilience within teams. One of the most impactful tools in this process is the creation of a social contract or team agreement—a shared understanding that sets expectations for behavior, communication, and accountability.
This article provides some tips for crafting your team's social contract.
Why does your team exist, and what are its priority objectives? A social contract begins with clarity of purpose. At RSG, we think it's important to align this purpose with a broader vision of resilience and growth, so we encourage leaders to first reflect on this to define and establish a shared understanding of:
The team’s overarching mission.
Shared values that will guide behavior (e.g., respect, accountability, trust, etc.)
Short- and long-term objectives.
Starting with yourself, encourage participants to reflect on their personal values and how they align with the team’s vision.
This is an opportunity for leaders to discover how to align individual aspirations with team goals, establishing a foundation of mutual commitment and shared benefit. Similar to a successful negotiation, where each party takes desired actions for their own reasons, this alignment fosters a relationship where everyone feels valued and satisfied.
In order for this to happen leaders must create an environment where team members feel safe to take risks, share ideas, express concerns, and admit mistakes without fear of judgment, retaliation, or embarrassment. Here are some ways to set your team up for success:
Model transparency: Leaders should openly admit their own mistakes and uncertainties, showing that it’s okay to be imperfect.
Seek feedback: Regularly ask for input from team members and act on it to show their voices matter.
Define team norms: Establish expectations for respectful communication and collaboration.
Encourage respectful dissent: Clarify that challenging ideas are welcome, as long as it’s done constructively.
Validate input: Show genuine interest in team members’ contributions by asking follow-up questions and acknowledging their ideas.
Paraphrase and reflect: Repeat back what you’ve heard to ensure understanding and demonstrate attentiveness.
Normalize mistakes: Emphasize that mistakes are learning opportunities and part of the growth process.
Avoid blame: When something goes wrong, focus on identifying solutions rather than assigning fault.
Rotate speaking roles: Ensure quieter team members have opportunities to contribute by rotating roles like "meeting facilitator".
Use anonymous input tools/pulse surveys: For sensitive topics, allow team members to share ideas or feedback anonymously.
Acknowledge emotions: Recognize and validate the feelings of team members during difficult times.
Be approachable: Show concern for team members’ well-being by checking in regularly and offering support.
Focus on behavior, not the person: Frame feedback around specific actions and their impact rather than personal traits.
Use a positive tone: Highlight strengths before addressing areas for improvement.
Encourage brainstorming: Foster a culture where all ideas are welcome and no suggestion is immediately dismissed.
Celebrate diversity: Recognize the value of diverse perspectives and actively seek input from all team members.
Be consistent: Hold everyone, including leaders, accountable to the same standards of respect and collaboration.
Acknowledge contributions: Publicly recognize team members who embody the team’s values and contribute positively.
Facilitate team reflections: Hold retrospectives to discuss what’s working and what’s not in a nonjudgmental setting.
Behavioral Norms lie at the heart of the social contract. These are the agreed-upon standards for how team members will interact and collaborate.
Examples include:
Communication protocols (e.g., active listening, timely responses).
Conflict resolution strategies.
Accountability measures.
Through guided discussions, help the team identify key behaviors that foster a supportive and high-performing environment.
Draft the Social Contract. Consolidate the team’s agreements into a concise document.
The contract should be:
Clear: Use simple, jargon-free language.
Comprehensive: Cover all critical aspects of team interaction.
Flexible: Leave room for evolution as the team grows.
Example sections might include:
Purpose and values.
Team expectations.
Decision-making processes.
Conflict resolution.
Review and amendment protocols.
Validate and Commit. Present the social contract to the team for validation. Encourage feedback and make adjustments as necessary. In your group's style, hold some sort of commitment ceremony where every team member signs the agreement, symbolizing their pledge to uphold its principles.
A social contract is a living document, so plan to review and adapt. Schedule regular check-ins to:
Evaluate adherence to the contract.
Discuss any challenges or conflicts.
Make updates to reflect the team’s evolving needs.
Conclusion Creating a social contract is more than just an exercise in documentation; it’s a transformative process that fosters trust, clarity, and cohesion. Be prepared to learn about each other in this process and face new knowledge with appreciation. Leaders can guide their teams through a holistic journey of reflection, collaboration, adaptation and growth. The result is a resilient and high-performing team equipped to navigate the complexities of the modern workplace.
Need some help creating your social contract? We can help. Click the link to schedule a time to talk.
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