Building Stronger Teams with Designed Alliances: A Blueprint for Success
If you’ve ever been part of a team that just clicked, you know how powerful it can be when people are aligned. Trust is high, communication flows, and even when conflict arises, it’s handled in a way that strengthens rather than fractures the team. But that kind of magic doesn’t happen by accident—it’s intentional. And one of the most effective ways to create that level of cohesion is through a Designed Team Alliance (DTA), sometimes referred to as team agreements or charters.
What Is a Designed Team Alliance?
A Designed Team Alliance is a structured conversation where a team co-creates the conditions for how they want to work together. It’s not a set of rigid rules but a living agreement on what success looks like, how team members want to communicate, and how they’ll navigate challenges.
Rather than assuming people will naturally align (which often leads to unspoken frustrations), a DTA makes expectations explicit. It fosters psychological safety and gives teams a shared language for how they operate.
The Key Elements of a Designed Team Alliance
Shared Purpose – Why does this team exist? What impact do we want to have?
Ways of Working – How do we collaborate effectively? How do we communicate?
Conflict Navigation – How do we handle disagreements when they arise?
Accountability & Feedback – How do we hold ourselves and each other accountable?
Commitments & Agreements – What behaviors do we all commit to upholding?
Psychological Safety – How do we create an environment where people feel safe to speak up, share ideas, and take risks without fear of embarrassment or punishment?
Ensuring All Voices Are Heard – How do we create space for equal participation and avoid dominant voices taking over discussions?
How to Create a Designed Team Alliance
Gather Your Team for an Intentional Conversation
Start by setting the tone: "We want to create a shared agreement that helps us thrive together."
Emphasize that this is co-created—it’s not dictated from the top.
Use getting-to-know-you questions to build trust and openness:
What’s something about you that people often misunderstand?
What’s your preferred way of receiving feedback?
What’s one thing that makes you feel valued in a team setting?
How do you handle conflict, and what helps you work through it?
Discuss and Define Your Alliance
Start with Values: What values guide how we show up as a team?
What Works/What Doesn’t: What team dynamics make us successful? What gets in the way?
Commitments: What behaviors will help us be the team we want to be?
Unfolding Ways to Communicate:
How do we signal when we need support?
How do we ensure everyone’s voice is heard?
What phrases or habits can we watch out for that might shut down conversation? (e.g., interrupting, dismissing ideas too quickly, passive-aggressive comments)
How do we create structures that allow quieter voices to contribute? (e.g., round-robin discussions, anonymous idea submissions, breakout groups)
Document It & Keep It Alive
Capture key themes and turn them into a simple, one-page document.
Revisit the alliance periodically—especially when new members join or when the team encounters challenges.
Expanding into a Simple Team Charter
For teams that want to take this a step further, a DTA can evolve into a simple team charter by adding clarity around:
Roles & Responsibilities – Who owns what, and where are the overlaps?
Decision-Making Processes – How do we make key decisions?
Communication Cadence – What meetings, check-ins, or tools do we use?
Giving & Receiving Feedback – What’s the best way to provide constructive feedback?
Candid Conversations – How do we create space for honesty without fear?
Conflict Resolution Strategies – What do we do when tensions rise?
Inclusivity & Participation – How do we make sure all perspectives are valued and everyone has a chance to contribute?
Examples of What a Designed Team Alliance Can Include
How to Be Candid – "We commit to speaking honestly while maintaining respect. We assume good intent but also recognize impact."
How to Give Feedback – "Feedback should be timely, specific, and focused on growth. We ask, 'Would you be open to feedback?' before offering."
How to Navigate Conflict – "If conflict arises, we agree to address it directly within 24 hours, using 'I' statements and staying curious."
Psychological Safety Practices – "We welcome all perspectives and make space for everyone to contribute. We encourage questions, even if they challenge existing ideas."
Ensuring All Voices Are Heard – "We use structured discussions to make space for everyone. We rotate meeting facilitators to encourage balanced participation. We agree to call out when a discussion is being dominated by a few voices."
The Payoff: A High-Trust, High-Performance Team
When teams invest in building a Designed Team Alliance, they create a foundation of trust, clarity, and accountability. It’s a simple yet transformational step toward fostering connection and making work feel more energizing and productive.
If your team hasn’t done this yet, consider setting up a session. Whether it’s a 30-minute alignment conversation or a deeper dive into a full charter, the time invested will pay dividends in how your team operates moving forward.
