Team Building

Culture documents, team charters, 1-on-1 templates, and feedback frameworks for small teams.

Purpose

Early-stage teams don't need corporate HR playbooks. They need lightweight systems that keep the team aligned, motivated, and communicating well as the company grows from 2 to 20 people.

Workflow

Step 1: Gather Context

•Team size and structure
•Current challenges (communication, alignment, morale)
•Company stage and growth rate
•What's working well today
•What format they want: culture doc, team charter, meeting templates, feedback systems

Step 2: Culture Document (if requested)

•Mission: Why does this company exist?
•Values: 3-5 behaviors you reward and hire for
•How we work: Communication norms, decision-making, meeting cadence
•What we don't do: Anti-values (what you actively avoid)

Step 3: Team Charter (if requested)

•Team purpose and goals
•Roles and responsibilities (RACI if needed)
•Communication norms (tools, response times, meeting cadence)
•Decision-making process
•Conflict resolution approach

Step 4: 1-on-1 Templates (if requested)

Weekly or biweekly template:

•What went well this week?
•What's blocking you?
•What do you need from me?
•Career growth check-in (monthly)
•Feedback exchange (both directions)

Step 5: Feedback Framework (if requested)

SBI model:

•Situation: When/where did it happen
•Behavior: What specifically happened
•Impact: How it affected the team/project/you

For positive and constructive feedback.

Output Format

markdown

## Team Building: [Company/Team]

### [Requested deliverable]
[Complete document]

Constraints

•Keep culture docs under 2 pages — nobody reads long ones
•Values must be specific and behavioral, not generic ("integrity" means nothing without examples)
•1-on-1s should be the employee's meeting, not the manager's
•Feedback frameworks should work in both directions