TEA: Team Structure

Document Type

Code: TEA
Name: Team Structure
Domain: Operations & Execution

Abstract

This specification defines the Team Structure document type within the BSpec 1.0 Universal Business Specification Standard. It establishes normative requirements, structured templates, and implementation guidance for organizations documenting team structure within the operations-execution domain. This specification enables systematic, machine-readable documentation that supports strategic planning, operational execution, and organizational alignment.

Purpose and Scope

The Team Structure defines systematic approaches to organizing and managing teams that deliver business outcomes through effective collaboration, clear accountability, and continuous improvement. It establishes team frameworks that optimize performance, engagement, and value delivery.

Document Metadata Schema

yaml

---
id: TEA-{team-name}
title: "Team — {Team Name}"
type: TEA
status: Draft|Review|Approved|Active|Disbanded
version: 1.0.0
owner: Team-Owner|Team-Lead
stakeholders: [team-members, management-team, hr-team, stakeholders]
domain: operations
priority: Critical|High|Medium|Low
scope: team-management
horizon: operational
visibility: internal

depends_on: [ORG-*, ROL-*, SKI-*, PRO-*]
enables: [PER-*, QUA-*, COL-*, INK-*]

team_type: Functional|Cross-functional|Project|Product|Service
team_duration: Permanent|Project-based|Temporary
team_size: Small|Medium|Large
maturity_level: Forming|Storming|Norming|Performing

success_criteria:
  - "Team delivers consistent, high-quality outcomes"
  - "Team collaboration is effective and efficient"
  - "Team members are engaged and productive"
  - "Team performance continuously improves"

assumptions:
  - "Team charter and objectives are clearly defined"
  - "Required skills and resources are available"
  - "Organizational support and context exist"

constraints: [Resource and organizational constraints]
standards: [Team management and collaboration standards]
review_cycle: quarterly
---

Content Structure Template

markdown

# Team — {Team Name}

## Executive Summary
**Purpose:** {Brief description of team purpose and mission}
**Type:** {Functional|Cross-functional|Project|Product|Service}
**Size:** {Current team size and target size}
**Duration:** {Permanent|Project-based|Temporary}

## Team Charter

### Mission and Purpose
- **Mission:** {Why this team exists}
- **Vision:** {What the team aims to achieve}
- **Value Proposition:** {How the team contributes to organizational success}

### Scope and Boundaries
- **Responsibilities:** {What the team is responsible for}
- **Authority:** {Decision-making authority and limits}
- **Dependencies:** {What the team depends on}
- **Constraints:** {Limitations and boundaries}

## Team Composition

### Role Structure
    ```yaml
    team_roles:
      leadership:
        - role: {role-title}
          count: {number}
          responsibility: {primary-responsibility}
    
      core_members:
        - role: {role-title}
          count: {number}
          skills: [skill1, skill2]
    
      supporting_members:
        - role: {role-title}
          count: {number}
          engagement: {Full-time|Part-time|As-needed}
    ```

### Skill Matrix
| Role | Required Skills | Proficiency Level | Current Gap |
|------|----------------|-------------------|-------------|
| {Role} | {Skill list} | {Beginner|Intermediate|Advanced|Expert} | {Gap analysis} |

### Team Development
- **Current State:** {Current team maturity and capability}
- **Target State:** {Desired team composition and capability}
- **Development Plan:** {How to bridge the gap}

## Operating Model

### Working Agreements
    ```yaml
    team_norms:
      communication:
        - norm: {Communication expectation}
        - tool: {Preferred communication tool}
    
      collaboration:
        - approach: {Collaboration methodology}
        - frequency: {Interaction frequency}
    
      decision_making:
        - process: {How decisions are made}
        - authority: {Who has final authority}
    ```

### Meeting Cadence
| Meeting Type | Frequency | Duration | Participants | Purpose |
|--------------|-----------|----------|--------------|---------|
| {Meeting} | {Frequency} | {Duration} | {Who attends} | {Purpose} |

### Workflow and Processes
- **Primary Processes:** {Key team processes}
- **Handoff Points:** {How work moves between team members}
- **Quality Gates:** {Quality control and review processes}

## Performance Framework

### Team Objectives
    ```yaml
    quarterly_objectives:
      - objective: {Specific team objective}
        key_results:
          - result: {Measurable outcome}
            target: {Target value}
            current: {Current value}
    ```

### Success Metrics
- **Delivery Metrics:** {Output and delivery measurements}
- **Quality Metrics:** {Quality and excellence measurements}
- **Efficiency Metrics:** {Process and efficiency measurements}
- **Team Health Metrics:** {Team satisfaction and engagement}

### Performance Rituals
- **Planning:** {How the team plans work}
- **Review:** {How the team reviews performance}
- **Retrospective:** {How the team improves}

## Team Dynamics

### Culture and Values
- **Team Values:** {Shared values and principles}
- **Working Style:** {How the team prefers to work}
- **Collaboration Culture:** {Team collaboration approach}

### Conflict Resolution
- **Resolution Process:** {How conflicts are addressed}
- **Escalation Path:** {When and how to escalate}
- **Mediation Resources:** {Available conflict resolution support}

### Growth and Development
- **Individual Development:** {Support for team member growth}
- **Team Learning:** {Collective learning and improvement}
- **Knowledge Sharing:** {How knowledge is shared and retained}

## Dependencies and Relationships

### Internal Dependencies
| Dependency | Type | Frequency | Contact | SLA |
|------------|------|-----------|---------|-----|
| {Team/Role} | {Input|Output|Approval} | {Frequency} | {Contact} | {Service level} |

### External Dependencies
- **Customer Dependencies:** {Customer interaction requirements}
- **Vendor Dependencies:** {Third-party dependencies}
- **System Dependencies:** {Technology and infrastructure dependencies}

## Risk and Contingency

### Team Risks
- **Capacity Risks:** {Team capacity and availability risks}
- **Skill Risks:** {Skill gaps and knowledge risks}
- **Dependency Risks:** {External dependency risks}

### Mitigation Strategies
- **Backup Plans:** {Contingency planning}
- **Cross-training:** {Knowledge and skill redundancy}
- **Resource Planning:** {Resource allocation strategies}

## Validation
*Evidence that team delivers consistent outcomes, effective collaboration, and continuous improvement*

Quality Standards

Bronze Level (Minimum Viable)

[ ] Clear team purpose and basic composition
[ ] Defined roles and responsibilities
[ ] Basic communication and meeting structure
[ ] All required metadata fields completed

Silver Level (Investment Ready)

[ ] Comprehensive team charter and operating model
[ ] Detailed skill matrix and development planning
[ ] Performance framework with metrics and objectives
[ ] Conflict resolution and team development processes

Gold Level (Operational Excellence)

[ ] Advanced team dynamics and culture development
[ ] Sophisticated performance measurement and optimization
[ ] Comprehensive risk management and contingency planning
[ ] Continuous team learning and adaptation mechanisms

Common Pitfalls

Unclear purpose: Vague or conflicting team objectives
Poor communication: Lack of communication norms and channels
Skill imbalances: Missing critical skills or uneven distribution
Role ambiguity: Unclear responsibilities and decision authority

Success Patterns

High psychological safety: Environment where team members feel safe to contribute with open communication
Clear accountability: Well-defined roles and performance expectations with regular feedback
Continuous improvement: Regular retrospectives and process optimization with learning culture
Effective collaboration: Strong working agreements with efficient coordination and communication

Relationship Guidelines

Typical Dependencies

ORG (Organization Structure): Organizational design drives team structure and positioning
ROL (Role Definition): Role definitions inform team composition and accountability
SKI (Skills Framework): Skill requirements drive team capability and development
PRO (Processes): Process requirements inform team workflow and collaboration

Typical Enablements

PER (Performance Specification): Team effectiveness drives overall performance achievement
QUA (Quality Specification): Team quality standards drive overall quality outcomes
COL (Collaboration): Team dynamics drive broader collaboration patterns
INK (Innovation): Team innovation drives organizational innovation capacity

Document Relationships

This document type commonly relates to:

Depends on: ORG (Organization Structure), ROL (Role Definition), SKI (Skills Framework), PRO (Processes)
Enables: PER (Performance Specification), QUA (Quality Specification), COL (Collaboration), INK (Innovation)
Informs: Resource planning, performance management, organizational design
Guides: Team formation, performance optimization, conflict resolution

Validation Checklist

[ ] Executive summary with clear purpose, type, size, and duration
[ ] Team charter with mission, vision, value proposition, and scope definition
[ ] Team composition with role structure, skill matrix, and development planning
[ ] Operating model with working agreements, meeting cadence, and workflow processes
[ ] Performance framework with objectives, success metrics, and performance rituals
[ ] Team dynamics with culture, conflict resolution, and growth development
[ ] Dependencies and relationships with internal, external, and system dependencies
[ ] Risk and contingency with comprehensive risk identification and mitigation strategies
[ ] Validation evidence of team effectiveness, collaboration quality, and performance improvement

TEA: Team Structure ​

Abstract ​

Purpose and Scope ​

Document Metadata Schema ​

Content Structure Template ​

Quality Standards ​

Bronze Level (Minimum Viable) ​

Silver Level (Investment Ready) ​

Gold Level (Operational Excellence) ​

Common Pitfalls ​

Success Patterns ​

Relationship Guidelines ​

Typical Dependencies ​

Typical Enablements ​

Document Relationships ​

Validation Checklist ​

Related Documents ​