Team Constitution

Team Member Name 1, Team Member Name 2,

Team Member Name 3, Team Member Name 4, Team Member Name 5

“If we are together nothing is impossible. If we are divided all will fail.”
Winston Churchill

November 11, 2009

REVISED April 29, 2010
REVISED July 17, 2010

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Table of Contents
Team Bios...................................................................................................................3
I. Team Vision.............................................................................................................5
II. Team Purpose/Mission Statement..........................................................................5
III. Team Values and Norms........................................................................................5
IV. Operational Guidelines..........................................................................................8
A. Assignments........................................................................................................8
B. Team Member Roles............................................................................................9
C. Meeting Guidelines............................................................................................10
D. Communication.................................................................................................11
Primary Communication.....................................................................................11
Team Communication........................................................................................12
Team Coach Communication.............................................................................12
Feedback............................................................................................................12
Safety.................................................................................................................12
E. Decision Making................................................................................................13
Decision-Making Guidelines:..............................................................................13
F. Conflict Resolution.............................................................................................14
Conflict Resolution Guidelines:...........................................................................14
G. Discipline..........................................................................................................17
H. Team Coach......................................................................................................19
I. Revision and Appending of the Constitution.......................................................20
Constitution Review...........................................................................................20
Constitution Changes.........................................................................................20
J. Addition of a New Team Member.......................................................................20
APPENDIX.................................................................................................................22
Acknowledgement of Team Constitution............................................................23
Team Meeting Agenda Template.......................................................................24
Meeting Minutes.................................................................................................25
Conflict Resolution Form....................................................................................27
New Member Addition Form...............................................................................28
Project Performance Review..............................................................................29
Disciplinary Action Form....................................................................................31
Disciplinary Action Form

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Team Bios

I. Team Vision
TEAM NAME will develop to be an explosive, dynamic, creative, balanced, and
empowered team of professionals impacting school, work, and global
commonwealth, so that each may successfully accomplish life-long goals leading to
personal and professional fulfillment.

II. Team Purpose/Mission Statement

TEAM NAME innovates, raises the bar, executes, leads the way, and gets results for
the Team, our colleagues, and others because we are committed to personal and
professional growth so all can realize a greater potential.

III. Team Values and Norms

Value: Commitment
“Individual commitment to a group effort—that is what makes a team work,
a company work, a society work, a civilization work.”
Vince Lombardi
Definition: The state of being bound intellectually to each individual on the Team
and to the Team itself, and to the learning process within each course
throughout the EMBA program.
Behaviors:
• Attend each scheduled team meeting on time. (Extenuating
circumstances will be considered by team on a case-by-case basis)
• Actively participate in team meetings by contributing and discussing
items presented on the meeting agenda.
• Complete and submit individual and team assignments on time as
instructed.

Value: Creativity
“Creativity is not the finding of a thing,
but the making something out of it after it is found.”
James Russell Lowell

Definition: Thinking outside the box; seeking unfamiliar ideas; exploring and
taking risks; striving for originality.

Behaviors:
• Participate in verbal brainstorming sessions at the start of each team
project/task whereas each member will contribute (verbally or in
writing) ideas and suggestions that have not been explored.
• Cite articles/stories from various business media that present new
and/or unusual ideas or applications as a springboard for explosive

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new ideas.

Value: Excellence
“Just make up your mind at the very outset that your work is going to stand for
quality…that you are going to stamp a superior quality upon everything that goes
out of your hands, that whatever you do shall bear the hallmark of excellence.”
Orison Swett Marden

Definition: Achieving quality or merit in all we do; working to deliver a high caliber
project or assignment; using and expanding our abilities and
opportunities to their fullest.
Behaviors:
• Complete each assignment and exceed expectations according to the
highest value on its corresponding rubric.
• Edit and proofread each team assignment/project.

Value: Initiative
“We have it in our power to begin the world over again.”
Thomas Paine

Definition: Seeing something that needs to be done and starting it; taking
immediate action rather than waiting for a better time.
Behaviors:
• Start and submit Team projects well in advance of their due dates.
• Communicate via text, phone, e-mail, or at Team meetings with the
Team
Coach and each Team Member as soon as questions or concerns arise.
• Volunteer to be the first to present or demonstrate.

Value: Respect
“I’m not concerned with your liking or disliking me…
All I ask is that you respect me as a human being.”
Jackie Robinson

Definition: Recognizing and honoring the basic human dignity in others, even
when their ideas and values are different than our own; recognizing
that each person has something to teach if we are willing to learn.
Behaviors:
• Refrain from talking when others are talking; actively listen to each
other without interrupting the recognized speaker and exhibit positive
body language.
• Value others’ ideas and input as evidenced by discussion of those
ideas and input from each team member.
• Silence cell phones during team meetings and suspend texting activity
until break or after meeting has ended.
• Leave the room to conduct cell phone conversations and refrain from
side conversations while an issue is being discussed.
• Value and recognize (verbally or in writing) efforts and contributions of
other teams to the class as a whole. Clap and express support in class
environments when Team Members make presentations.
• Discuss differences of opinions amongst the Team by addressing the
issue and not the person; do not air differences (verbally or in writing)
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with others outside of the Team.

Value: Selflessness

“Only those who have learned the power of sincere and

selfless contribution experience life’s deepest joy: true fulfillment.”
Tony Robbins

Definition: Devoted to the Team’s welfare or interest; putting Team needs and
goals ahead of individual needs and goals.
Behaviors:
• Attend each Team meeting. (Extenuating circumstances will be
considered by team on a case-by-case basis)
• Prepare assigned tasks prior to team meetings and present the
prepared tasks during team meetings.
• Represent the Team by using “we” instead of “I”.

Value: Trust

“Few things help an individual more than to place the responsibility upon him,
and let him know that you trust him.”
Booker T. Washington

Definition: Confidence in ourselves and others; reliance on the integrity, strength,

and ability of each member of the team and the team itself.
Behaviors:
• Confide personally and/or professionally in each member of the Team
and the Team Coach by communicating (verbally or in writing) our
struggles or obstacles throughout the program.
• Accept differences by acknowledging (verbally or in writing) those
differences as opportunities to learn.
• Expect each Member to be accountable for participation in every Team
project/task by assigning roles, tasks, and due dates for completion as
noted in Team meeting minutes.

Value: Understanding

“Coming together is a beginning; keeping together is progress;

working together is success.”
Henry Ford

Definition: A state of cooperative or mutually tolerant relations between each

member of the team and among the team as a whole.

Behaviors:
• Recognize each team member’s strengths and weaknesses by
discussing results of our learning styles inventories and our 360o
Leadership surveys.
• Ensure each team member’s comprehension of an issue or topic by
having the Team Member restate it in their own words.

IV. Operational Guidelines

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A. Assignments
Within 5 days of a Team assignment being made available, TEAM NAME will review
the assignment as a Team via online meeting, face-to-face meeting, or conference
call. The Project Manager will consult with the Team on the time needed to produce
a high-quality project. The Project Manager will then divide the project in such a
manner that each Team Member will be required to put forth an effort equal to all
the other Team Members. If, due to the nature of the project, equivalent efforts
cannot be assigned, then the Project Manager will discuss with TEAM NAME how the
work may best be divided amongst the Team Members to ensure that no individual
Team Member feels left out of the project or is unwillingly assigned a
disproportionate quantity of the labor required to complete to the agreed upon
standard. The Project Manager makes the final decision regarding project task
assignments.

Ten to 15 minutes of each Team meeting will be allotted for discussing TEAM NAME
assignments and tasks. The following protocol outlines how assignments will be
approached:
• Project Manager reviews the assignment or task with the Team
• Project Manager divides the assignment or task into equal parts
• Project Manager reviews submissions from each Team Member and
integrates each contribution into a master draft
• Team Members independently and collectively review the draft for
completion and compare the draft with its corresponding rubric
• The assignment is complete when all members agree that the assignment or
task is completed according to rubric expectations
• Project Manager submits the final draft in GAView

The effort required to complete an assignment will be determined by TEAM NAME at

the start of the project. TEAM NAME will also determine what a successful project
will look like and determine the level of effort required to complete the project.

B. Team Member Roles

Meeting facilitation is defined as providing direction for Team meetings without
assuming the role as Team leader. The Meeting Facilitator provides structure to
the Team’s interactions to ensure that Team meetings are managed effectively and
efficiently.

Primary functions of the Meeting Facilitator are:

• Create the agenda for Team meetings
• Help the group with the process
• Help the meeting agenda flow effortlessly
• Help keep everyone on task and on time

The Back-up Facilitator will assume the responsibilities of the Meeting Facilitator
in the event of the absence of the scheduled Meeting Facilitator. The Back-up
Facilitator will also facilitate disciplinary actions necessary during each Team
meeting.

The Timekeeper is responsible for notifying the Meeting Facilitator of how much
time is remaining for discussion on a topic as scheduled in the meeting agenda. It is
the responsibility of the Timekeeper to note the start time of a topic discussion. The
Timekeeper will notify the Meeting Facilitator when 5 minutes remain, when 2
minutes remain and when time is up. If the topic discussion runs over the allotted
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time, the Timekeeper will notify the Meeting Facilitator as to how much time the
topic discussion is currently over time in 2-minute increments.

The Recorder is responsible for taking notes during Team meetings. The Recorder
provides a written summary to each Team Member within 48 hours after the
meeting.

The Team Member is expected to adapt and diversify knowledge needed and to
think outside the box.
The Team Member must follow the following procedure:
• Taking notes in each person’s area and forecasting what will be needed in the
future as a Team Member might be called upon for assistance.
• Working with the Project Manager and the Meeting Facilitator in finding the
Team’s weaknesses and possible problematic areas upon completing the
initial notes.
Team meeting roles will be rotated weekly as follows:
July Aug Aug
Aug 7 Aug
29 16 28
Oct 4 23
Roles Sept Oct 11 Oct 23
Nov Oct 18
8 Nov Dec
13 Dec 4
Nov 1 29 13
Facilitat Team Team Team Team Team
or Member Member Member Member Member
Back-up
Team Team Team Team Team
Facilitat
Member Member Member Member Member
or
Timekee Team Team Team Team Team
per Member Member Member Member Member
Team Team Team Team Team
Recorder
Member Member Member Member Member
Team Team Team Team Team Team
Member Member Member Member Member Member
The Project Manager is responsible for the planning, execution, monitoring, and
closing of an assigned project. The primary responsibilities of TEAM NAME’s Project
Manager include:
• Developing the project plan (thoroughly reviewing project assignment and
rubric, communicating project objectives, and developing a plan to
accomplish the objectives)
• Assigning project tasks to the Team
• Encouraging each Team Member to think outside the box
• Communicating with the Team Facilitator the necessary project items to be
included on the agenda for Team meetings
• Facilitating discussions regarding the project during Team meetings
• Identifying and securing necessary resources needed for the project
• Managing the project schedule by establishing due dates for project phases
• Managing project conflicts
• Assisting Team Members with tasks as needed
• Updating Team Members of project status every 3 days during the duration of
the project
• Keeping the Team Coach updated on the status of the project and including
the Team Coach in all e-mails regarding the project
• Submitting the project on behalf of the Team on the final due date
The Project Manager role will rotate with each project throughout the EMBA
program. The following rotation will be followed:
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Team Projects (Fall 2010 Semester) PM

Constitution Adherence
Team Member
(Due 8-15)
Wang’s Chinese Tea
Team Member
(Due 9-8)
International Business Presentation
Team Member
(Due 10-23)
Project 1 SPRING Semester Team Member
Project 2 SPRING Semester Team Member

C. Meeting Guidelines
TEAM NAME will meet weekly as agreed (see schedule above). Team Members will
arrive at agreed upon arrival time.

If all items on the agenda have not been covered by the scheduled end time a
special meeting may be arranged to complete the agenda items. The Team may
also elect to extend the meeting time and finish with the agenda items.

The default location for Team meetings is address. In the event of a change in
location, the Meeting Facilitator will notify each member of TEAM NAME via e-mail
as early as possible prior to the meeting. If for any reason there is a change in the
meeting time, the Meeting Facilitator will let the Team know one day before the
meeting. If the Meeting Facilitator will be absent for the meeting, the Back-up
Facilitator assumes the role of Meeting Facilitator. If a Team Member is running late
he/she should notify two members as detailed in the Communication section.

The agenda for the meeting will be based on input of Team Members and
assignments that are due. The Meeting Facilitator is responsible for developing the
agenda and will distribute the meeting agenda to Team Members and the Team
Coach two days prior to the meeting. If additional items need to be discussed, Team
Members will notify the Meeting Facilitator with requests to add the items to the
agenda. The agenda will be finalized and distributed no later than 3:00 PM on the
day of the meeting.

TEAM NAME will follow the agenda during the Team meetings. The Team will spend
15 to 30 minutes at the end of each meeting providing BETs and BEARs and
discussing meeting effectiveness. If the Team Coach is present at the meeting, the
Team will ask him to provide feedback as well.

During the meeting, the Recorder will keep the meeting minutes. Meeting minutes
will be summarized on the Meeting Minutes form (see Appendix). Within 48 hours
the meeting minutes will be distributed via e-mail for the Team Members and the
Team Coach to review.

At the conclusion of the meeting, the Team may determine a need for a special
meeting to complete agenda items or a project. Location and time of additional
meetings to discuss agenda items will be determined by the Meeting Facilitator. For
project completion, the Project Manager will determine the place and time of the
special meeting.

Etiquette for a Team meeting:

• Arrive on time and prepared
• Actively participate in discussions
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• Phones are off during a meeting
• Stay on topic as outlined by the meeting agenda
• Wait your turn to talk

If a Team Member is unable to attend meeting, that member will be required to

attend via conference call or video conferencing (i.e., Skype) and will have access to
all necessary documents and literature, as if they were physically present for the
meeting. If for some reason a Team Member is unable to attend the meeting via
any means, they are required to notify at least two fellow Team Members. If the
Meeting Facilitator is unable to physically attend the meeting, the Meeting
Facilitator will notify the Back-up Facilitator at the earliest possible time so that the
Back-up Facilitator is prepared to assume responsibility for facilitating the meeting.

D. Communication
Communication is defined as the manner in which TEAM NAME will share
information internally and externally. To be an effective Team, face-to-face
communication is important; therefore, all Team meetings will be conducted face-
to-face so that communication is clearly and effectively disseminated and decisions
can involve each Team Member. In an effort to ensure effective communication,
TEAM NAME has determined that the following communication policies shall apply.

Primary Communication
The Team may use five different options to communicate with other Team Members
as well as the Team Coach. E-mail will be the primary method of communication.
Phone calls and text messages will serve as back up if e-mail fails to reach a Team
Member.

Team Communication
When a Team Member discovers he or she will be late or will be unable to attend a
meeting, he or she will notify at least two Team Members using one of our primary
methods of communication. Those two Team Members will confirm receipt of the
notification via the same communication method employed by the initiating
member.

When Team Members have communication needs that require immediate attention,
it is acceptable to reach a fellow Team Member during business hours. However,
most communication with the Team should take place after normal working hours.

During Team meetings when a Team Member wishes to comment or contribute to

the discussion, they will hold up a pen or some other item they’ve selected to use
as a ‘talking’ implement. The Meeting Facilitator will indicate who will speak next. If
a conversation is not occurring, the commenter can simply begin speaking without
signaling with their chosen ‘talking’ implement.

Team Coach Communication

TEAM NAME will meet with the Team Coach at least once a month to discuss Team
goals, Team direction and Team dynamics. The Team Coach will be informed about
Team meeting times and locations via e-mail. The Team will apprise the Team
Coach of meeting minutes via e-mail. The Team Coach will be involved during any
Team communication breakdown to help facilitate a resolution. The Team Coach will

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abide by TEAM NAME’s group discussion policy when speaking to the group. The
Team Coach has the authority to call a meeting if he feels it will benefit the Team or
help facilitate a problem resolution.

Feedback
In an effort for continuous improvement, TEAM NAME will use BETs and BEARs
during team meetings. In addition, TEAM NAME will conduct performance reviews
using the Project Performance Review (see Appendix) at the conclusion of each
Team project. The Team will discuss the Project Manager’s performance regarding
communication, scheduling, organization, leadership, delegation, and follow
through. The Team will discuss each Team Member’s performance regarding
communication, task completion, contribution, and application of Team values and
norms. The performance reviews will be the basis for project assessment and will be
stored in members’ personnel files.

Safety
Safety is a priority for TEAM NAME. In the event of emergency, the following contact
information will be utilized:

E. Decision Making
One of the priorities of TEAM NAME is to lead effectively by making good decisions
in a timely manner in order to achieve consistent success. There are various kinds
of decision-making models.
➢ Autocratic – One individual decides for the Team. This option is best used
when critical time constraints exist or when the Team needs to decide small
immaterial matters.
➢ Consultative – One individual decides for the Team after hearing opinions and
suggestions from the Team.
➢ Democratic – Each Team Member has equal input. Decisions are put to a vote
and majority vote rules.
➢ Consensus – Because the decision has a major impact on the entire Team,
each member collaborates to arrive at a decision all can commit to support.

Decision-Making Guidelines:
1. Not all decisions will be Team decisions. In the interest of time and based on the
overall impact of the decision, the Project Manager may make some decisions
pertaining to a Team project using the Autocratic method. Team Members may
also be directed by the Project Manager to make Autocratic decisions.
2. The Team will participate in brainstorming at the start of each Team project/task
whereas each member will have an opportunity to determine which decision
method is best suited to the project/task. This information will be documented
on the Team’s established decision grid (see APPENDIX).
• Each decision will be evaluated on the basis of priority and time.
• Each Team Member must ensure they understand the issue by asking
questions (i.e., ‘do I have all the information necessary to make an
informed decision?’), by researching the issue to acquire the necessary

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data or by consulting with someone who has knowledge of the issue (if
they are aware of the issue prior to the initial project meeting).
• Each Team Member will listen openly and actively without distractions
and not interrupt as opinions are expressed.
• Each Team Member will remain focused on the issue at hand and not
engage in side discussions or introduce unrelated issues.
• The Project Manager agrees to post issues via e-mail or the Team web site
prior to the Team meeting.
1. Strategic decisions pertaining to key issues will require majority vote. A majority
equates to more than 50% of the Team.
• Each member is responsible for clearly communicating his/her views on
the issue during the Team meeting.
• Dissenting Team Members will be allowed 5 minutes to explain reasons
for dissent and offer a compromise or alternative. After this explanation,
the Team discusses the option(s) presented by the dissenter and casts a
second vote to reach a consensus.
• Members agree to abide by the decision resulting from consensus either
by the initial vote or the second vote and not readdress the matter within
the Team or outside of the Team.
• If a consensus cannot be reached after the second vote, the originator of
the idea will rephrase their opinion and will have 5 minutes to restate
their position on the issue. If a consensus is not reached and the Team is
deadlocked, the Team may agree to postpone the decision until the next
meeting, to ‘test the decision’ for an agreed upon period of time and then
readdress the dissenting member’s proposal, or to proceed to the Conflict
Resolution Guidelines.
4. In the event of an absence, a Team Member must:
• Arrange to attend the meeting via alternate means (i.e., GoToMeeting) or
• Go along with the Team’s decision.
4. During the decision-making process, the Meeting Facilitator will perform a check
to ensure that silent Team Members verbally express their understanding and
opinion of the issue.
5. If the decision impacts others outside of the Team or needs approval from KSU
faculty, the Project Manager will ensure that the decision is communicated to
the appropriate party and will provide documentation to the Team Members and
Team Coach on any discussion thread involving the decision.
6. Should the decision need to be altered for any reason, the Team can place the
issue on the agenda again for review.

F. Conflict Resolution
Conflict Resolution means resolving any issues and coming up with a solution that is
BEST for TEAM NAME.
1. What justifies documentation of a conflict?
a. Anything that affects productivity
b. Any disagreement between two or more Team Members
c. Any disagreement that directly affects the Team’s future
2. To ensure accountability results from the produced resolution, all Team
Members must sign a Conflict Resolution form (see Appendix) that
outlines the resolution, the implementation plan and follow up. The form
must also be signed by the Team Coach.

Conflict Resolution Guidelines:

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1. A Team Member will introduce a resolution option for addition on the Team
meeting agenda and the resolution will be recorded in the minutes.
2. The Conflict Resolution form will be executed and signed by all the Team
Members before the start of the next scheduled meeting.
3. The resolution will be implemented and a follow-up meeting will be scheduled
within two weeks to evaluate the resolution’s implementation.

Procedures for conflict when the Team cannot unanimously decide

on a resolution:
1. A Team majority vote will be ordered. The Team must have at least three
resolutions on the ballot to vote.
2. Once a resolution has been selected, the resolution must be implemented prior
to the next scheduled Team meeting.
3. Two weeks after the resolution has been implemented, the Team will evaluate
its effectiveness during the Team meeting.

Procedures for when a majority vote does not conceive a resolution:

1. During the meeting, the Team Coach will listen to each resolution option.
2. After hearing each resolution, the Team Coach will choose the most appropriate
resolution.
3. Two weeks after the resolution has been implemented, the Team will evaluate
its effectiveness during a Team meeting.

Procedures in the event the Team Coach cannot decide on a

resolution:
1. The Team Coach will schedule a meeting with the Team to:
a. Discuss the options of the resolutions
(AND/OR)
b. Assist the Team in crafting an alternate option.

Faculty Defined Team Conflict Resolution Operating Standards

The Coles EMBA program is designed to provide individuals and teams the tools
necessary to function as a high performing team. During the Opening Residency,
program-long teams are formed and are taught the essential tools of teaming, and
practice these tools throughout the 18-months. As part of the teaming curriculum,
teams are required to develop a Team Constitution to outline standard operating
norms for all members. These norms set the tone for team operating procedures as
well as establish a disciplinary process since teams sometimes find themselves in
conflict situations in which one or more members of the team seems disruptive to
the overall team dynamics. In order to alleviate these issues, teams are taught the
concept of conflict resolution and are required to develop a conflict resolution
section in their Constitution that specifically deals with disruptive issues. The EMBA
program; however, realizes that these tools take practice and sometimes conflict
cannot be resolved within the team, and as such, we have provided a set of
operating procedures to follow should conflict arise.

1. Apply the conflict resolution section of the team’s Constitution to the specific
issue(s) at hand. The faculty would like the team to handle the matter internally as
this is part of the program that you have chosen to pursue. Every effort should be
made to confront the individual(s) immediately with documented, constructive
feedback concerning their behavior, allow them to respond to the issues, and

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develop an action plan for behavior(s) correction. The team should also involve the
Teaming Coach in the process in which all parties are involved so that all team
members can voice their concerns. The Teaming Coach is there to facilitate and
mediate. He or she can then make documented conflict resolution suggestions that
the team must take under consideration. The Teaming Coach will serve in a non
-biased capacity and should be allowed to hear both/all sides.

Note: teams have freedom in the disciplinary process development within their
Constitution, but every effort should be made to resolve the conflict with the team
member(s) before deciding on the final step of expulsion. If the team member(s)
has not corrected the disruptive behavior within the allotted time as outlined in the
Constitution and expulsion is determined to be the only alternative, then outright
expulsion of a team member(s) will not be allowed until after a Faculty Panel
intervention. Thus, as outlined in step 2, the panel will need to be convened BEFORE
a final team vote but only after the team has decided that such a vote needs to be
taken and all corrective steps have been exhausted.

2. If there are still teaming problems and the team has followed the agreed
upon Team Constitution Guidelines re: dealing with teaming conflicts /low
performance and the proposed documented action plan has not brought about
change, the next step is to place a request for faculty mediation to the EMBA Director
who will convene a panel made up of three to five faculty members who will hear
both sides of the matter. All team members shall be present at this meeting. The
panel will take al l issues and documentation into consideration and make a final
decision as to what needs to be done. This decision is binding so if you choose to
take this step, the team will need to abide by the faculty panel’s decision.

3. If the faculty panel’s decision is to separate the disruptive team member

from the original team the EMBA Director will meet with the student that has been
released from his/her team, and will present options regarding the best way to
proceed regarding the student's ability to complete their degree.

Alternatives include, depending upon the issue(s) being dealt with:

#1: Panel counsels the team that this issue is a ‘personality clash’ and doesn't
warrant removing this person from the team.

#2: Panel concludes the issue is either a ‘personality clash or performance problem’
and does warrant removal from the team. A deadline for acceptance by a new team
will be given to the student. If the student in question petitions and is accepted by a
suitable team in the current Program, the faculty panel can allow a 'move' from one
team to another. The faculty can also partner with the student to contact the other
teams in the current Program & invite them to consider adding the student to their
team. If the student cannot locate a new team by the deadline, he/she will need to
explore either option 3 or 4 below.

#3: If neither of the above applies, but the student has the basic ability to achieve
in the classroom at the Graduate Level, the faculty panel, working through the
EMBA Director may recommend the student apply for admission to the Part Time
MBA. Actual Transfer Credits and acceptance decision are at the sole discretion of
the Managing Director of the Coles EMBA.

#4:' Drop' from Program, and consider attending another University if interested in
achieving an EMBA Degree.

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NOTE: re: #1 & #2 above, only students that are deemed by the faculty panel & the
EMBA Director to be a 'good fit' for EMBA will be afforded these alternatives. Although
any of these decisions could occur during a team separation, the faculty panel will
make every effort to ensure that the spilt either occurs at the very end of or very
beginning of a semester versus making a disruptive spilt during the middle of a
given semester. Depending upon the semester timing of t he issue and possible
resolution, additional direction may be recommended by the panel to ensure
minimum disruption to the affected team and class. Also note, that your signature
on the final Team Constitution for your team constitutes acceptance of this
operational policy. This policy may not be modified in any fashion.

G. Discipline
Unacceptable behaviors that require disciplinary action include:

Missing 3 of the team meetings within a
9-month period.
Arriving late to 3 meetings without
contacting at least 2 Team Members.
Not participating in team projects.
Blatant disregard of team values/norms
as defined in Section III.
Arriving late to 3 team meetings within a
9-month period.
Discussing Team matters with others
outside of the team.
Not completing team assignments as
agreed.
Physical or verbal attacks on 1 or more
of the team members.

The following behaviors warrant simple feedback only and the formal disciplinary
process can be waived:
Repeatedly interrupting when someone Multiple digressions from meeting
else is talking. agenda.
Arriving late to 1 or 2 team meetings Late submissions of team project tasks
within a 9-month period. to the Project Manager.
Completing a task but not to the Dominating Team meeting time.
accepted guidelines and rubric as
decided by the Team.

Discipline for TEAM NAME members will be progressive in nature. The Team has
developed a disciplinary process that addresses any negative behavior exhibited by
a Team Member and establishes guidelines for accountability.

The first stage of the disciplinary process is a pre-warning. A pre-warning will be

issued to any team member who violates the Team Constitution.
The Back-up Facilitator will present the pre-warning and identify the violation to the
offender. The Team will discuss which behavior(s) caused the offense, how the
offense has affected the Team, possible repercussions of the offense and the steps
required to correct the behavior. The offender will have an opportunity to address or
explain their behavior. If necessary, a verbal apology will be given by the offender
to the Team. The meeting minutes will serve as documentation.

The 2nd infraction will be formally documented on the TEAM NAME Disciplinary
Action Form (see Appendix). The Team will give the signed action plan to the
offending Team Member for his/her signature. The Team Coach is given the finalized
document to file in the appropriate personnel files. (The Team Coach will be the
custodian of TEAM NAME personnel files.)

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The 3rd and subsequent infractions will result in another write-up. A Team Coach
intervention must be conducted to help resolve the unacceptable behavior. If the
behavior does not improve at this stage, a final meeting with the Team Coach and
the entire Team (including the offending Team Member) must occur to render a
mutually agreeable action plan.

Physical and verbal attacks on any Team Member, Team Coach, faculty, or other
students will not be tolerated. If any such event occurs, the Team Coach and a KSU
faculty member will be notified immediately.

Although TEAM NAME is comprised of current EMBA candidates, we are strongly

connected to our Team Coach and incorporate his involvement throughout our
Team development. If recommendation for dismissal of a Team Member is required,
the Team Coach will be informed one week prior to a consideration vote. All Team
Members, with the exception of the offending Team Member, must be present. All
evidence will be reviewed. All Team Members will have an opportunity to voice their
concerns about the issue. After all parties have been heard, the Team Coach will
decide if the infraction warrants a faculty member’s involvement.

The prescribed period for each occurrence of the disciplinary protocol will be 9
months. The statute of limitations for the duration applicable to each occurrence is
9 months. Once that 9-month period is exhausted, all previous steps and the pre-
warnings are expunged from the Team Member’s record. A “clean slate” has now
been created for all Team Members who received pre-warnings or who experienced
disciplinary actions related to unacceptable behavior.

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H. Team Coach

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I. Revision and Appending of the Constitution

The TEAM NAME Constitution will continue to be a moldable instrument that will flex
as the dynamics of the Team change during the Constitution’s tenure. The
following rules will apply to every review and revision. The first section outlines the
rules set forth for reviewing the Constitution, followed by the rules set forth to
append the Constitution.

Constitution Review
The Constitution will be reviewed at the start of each semester as outlined in the
table below.

Semester Review Date

Summer 2010 May 15, 2010
Fall 2010 July 19, 2010
Spring 2011 November 13, 2010

1. A review will be conducted by the Team to make sure all sections of the
Constitution continue to represent the progression of TEAM NAME.
2. Each section will be reviewed separately by all members and suggested
changes will be placed on the agenda for discussion at the following Team
meeting.
3. If no changes are suggested, the Constitution will remain unchanged until the
next review.

Constitution Changes
1. If a review warrants a change, the Team Member must provide justification
for the revision to the Team who must conduct a majority vote to append the
section(s) in question.
2. If a majority vote is not reached, the Team Member who proposed the change
must provide additional justification for the change request to the Team for
further discussion.
3. If a second vote does not result in a majority vote, the Constitution will
remain unchanged.
4. If the change is accepted, it must align with the Team vision and mission.
5. If the revision to the Constitution is voted as approved, the section must be
rewritten by the Team Member who requested the change and reviewed by
the Team prior to its inclusion in the Constitution.

J. Addition of a New Team Member

In the event that an ousted member of another team requests to join TEAM NAME,
1. The classmate will be invited to attend the next TEAM NAME Team Meeting
where he/she will be interviewed by TEAM NAME.

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2. The Team Member who was approached will e-mail the Meeting Facilitator
responsible for the next scheduled Team meeting so the issue can be added
to the agenda.
3. TEAM NAME will ask questions as outlined on the New Member Interview
sheet (see APPENDIX). Additional questions, not outlined on the interview
sheet, may be asked if the Team deems it necessary.
4. After the interview, TEAM NAME will hold a private team discussion to
determine whether or not to proceed with the request.
5. TEAM NAME will also conduct an investigation about the potential new team
member in regards to school performance and his/her previous team
interaction.
6. Once the investigation is completed, TEAM NAME will vote as outlined in our
decision-making section.
7. If the Team agrees to accept the new member, TEAM NAME will meet with
the new member and review expectations as outlined in our Team
Constitution.
8. The new member will be presented with an acceptance letter requiring
his/her signature affirming the terms of the 90-day provisional acceptance.
9. After 90 days, TEAM NAME will meet to discuss the new team member’s
performance and a decision will be made regarding the new member’s
permanent placement on the Team.

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APPENDIX

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Acknowledgement of Team Constitution

01/11/2011

To confirm my understanding and agreement with the TEAM NAME

Constitution, please find my name typed below.
I agree that I contributed to the construction and content of the Constitution
and have presented any objections during the course of this project. I
understand that should future objections or desired amendments arise, I
have the right to introduce the issue by adding it to the Team meeting
agenda. TEAM NAME will discuss the matter and determine if a vote is
necessary.

Team Member
Team Member
Team Member
Team Member
Team Member
Team Coach

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Team Meeting Agenda Template

[Meeting Title]
Date: [Pick the date]
Time:
Room:
Meeting called by:
Attendees: [List & Title of Attendees]
Please read: [Team Reading Assignment to be completed prior to meeting]
Please bring: [List items needed and assigned person]
Please submit [List items needed and assigned person]
Time Description

Additional Information:

[Add any additional instructions, comments, or directions in this section.]

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Meeting Minutes

Day, Date
Topic Description
Introductions (For example: Team assembled and prepared for meeting)

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Acknowledgment of
Amendment of Solicitation/Modification of Contract

Date: [Date]
From: [Name]
[Street Address]
[City, ST ZIP Code]

To: "[Recipient Name]"

[Street Address]
[City, ST ZIP Code]

Dear "[Recipient Name]":

After reviewing the Constitution, I believe the following change(s) should be
proposed and added to the next team meeting agenda for a team vote.
• ___________________________________________________________
• ___________________________________________________________
• ___________________________________________________________

The reason(s) for the proposed changes: ________________________________

_________________________________________________________________

Sincerely,

(Insert Typed Name)

This section to be completed by team:
Regarding the Submission for Amendment of Solicitation/Modification of
Constitution:
Submission No.: [ ]
Amendment/Modification No.: [ ]
Amendment of Solicitation No.: [ ]
Modification Accepted: [ ]
Team Meeting Date: [ ]

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Conflict Resolution Form
Person Initiating Complaint: ___________________________ Date:
_______________________

Nature of Complaint:
__________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

Conflict Added to Agenda dated: Team Signatures Obtained:

Resolution Created on: Coach’s Signature Obtained:
Resolution Implemented on: 2-Week Follow-up:

Team defined Resolution:

________________________________________________________________
____________________________________________________________________________________
_____________________________________________________________________________________

Results of Resolution Implementation:

_____________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Conflict referred to Faculty:

Faculty Recommended Solution:

__________________________________________________________

_____________________________________________________________________________________

_________________________________ _______________________________________
Signature/Date Signature/Date

_________________________________ _______________________________________
Signature/Date Signature/Date

_________________________________ _______________________________________
Signature/Date Signature/Date

_________________________________ _______________________________________
Signature/Date Signature/Date

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New Member Addition Form
TEAM NAME Member Requesting Add: Date:

To Be Completed by Facilitator: Reason Denied:

Addition to be Considered
Addition Denied
New Team Member Information:

Name E-mail:

Nickname: Emergency Contact:

DOB:

Phone:

Questions:
1. Why do you want to join TEAM NAME?
2. Describe your Learning Style.
3. What strengths do you bring to our Team?
4. Why did you leave your last team?
5. Why should accept as a member of TEAM NAME?

Investigation Result/Comments:

Expectations:

90 Day Follow-Up:

To Be Completed by Facilitator: To be Completed by Facilitator:

Expectations Communicated Member Fully Accepted
Provisional Acceptance Letter Signed

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Project Performance Review
Project: _____________________________ Date: ___________________

Reviewer: ___________________________
Please provide specific feedback for each Team Member regarding task completion, communication,
contribution, and application of Team values and norms. Provide feedback for the Project Manager
regarding communication, scheduling, organization, leadership, delegation, and follow through.

Team Member:
(1 Poor Performance - 5 Got the Job Done – 10 Above and Beyond (TEAM NAME Style) )
Completion 1 2 3 4 5 6 7 8 9 10
Communicat 1 2 3 4 5 6 7 8 9 10
ion
Contribution 1 2 3 4 5 6 7 8 9 10
Application 1 2 3 4 5 6 7 8 9 10
Comments:
Suggestions:
Team Member:
(1 Poor Performance - 5 Got the Job Done – 10 Above and Beyond (TEAM NAME Style) )
Completion 1 2 3 4 5 6 7 8 9 10
Communicat 1 2 3 4 5 6 7 8 9 10
ion
Contribution 1 2 3 4 5 6 7 8 9 10
Application 1 2 3 4 5 6 7 8 9 10
Comments:
Suggestions:
Team Member:
(1 Poor Performance - 5 Got the Job Done – 10 Above and Beyond (TEAM NAME Style) )
Completion 1 2 3 4 5 6 7 8 9 10
Communicat 1 2 3 4 5 6 7 8 9 10
ion
Contribution 1 2 3 4 5 6 7 8 9 10
Application 1 2 3 4 5 6 7 8 9 10
Comments:
Suggestions:
Team Member:
(1 Poor Performance - 5 Got the Job Done – 10 Above and Beyond (TEAM NAME Style) )
Completion 1 2 3 4 5 6 7 8 9 10
Communicat 1 2 3 4 5 6 7 8 9 10
ion
Contribution 1 2 3 4 5 6 7 8 9 10
Application 1 2 3 4 5 6 7 8 9 10
Comments:
Suggestions:
Project Manager:
(1 Poor Performance - 5 Got the Job Done – 10+ Above and Beyond (TEAM NAME
Style) )
Completion 1 2 3 4 5 6 7 8 9 10 11
Communicat 1 2 3 4 5 6 7 8 9 10 11
ion
Contribution 1 2 3 4 5 6 7 8 9 10 11
Application 1 2 3 4 5 6 7 8 9 10 11
Leadership 1 2 3 4 5 6 7 8 9 10 11

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Delegation 1 2 3 4 5 6 7 8 9 10 11
Follow 1 2 3 4 5 6 7 8 9 10 11
Through
Organization 1 2 3 4 5 6 7 8 9 10 11
Comments:
Suggestions:

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Disciplinary Action Form
Date:
Time:
Offender’s Name:
Offender’s Statement:
Pre-warning Date and Time:
Behavior that triggered pre-warning:
Team summary statement:
Summary of impact on fellow Team Members:
Action Plan:

Offender accepts accountability for his violation and assures to improve behavior.

I, ______________________ (offender’s name), acknowledge full accountability and will

commit to improving the following:

___________________________________________________________.

_________________________________ _______________________________________
Signature/Date Signature/Date

_________________________________ _______________________________________
Signature/Date Signature/Date

_________________________________ _______________________________________
Signature/Date Signature/Date

_________________________________ _______________________________________
Signature/Date Signature/Date

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