| name | team-charter |
| description | Creates team charters with mission, roles, decision-making processes, and communication agreements for aligned and effective teamwork. |
| allowed-tools | Read Write Glob |
| metadata | {"author":"matthewhitcham","version":"1.0"} |
Team Charter
When to Use This Skill
Use this skill when you need to:
- Create a team charter that defines purpose, roles, and working agreements
- Align a new or existing team around shared norms and expectations
- Define decision-making processes and communication standards
- Establish the operating system for how a team works together
DO NOT use this skill for project plans, job descriptions, or remote work policies. This is for the foundational document that governs how a team operates.
Core Principle
A TEAM CHARTER IS THE OPERATING SYSTEM FOR COLLABORATION — WITHOUT IT, EVERY TEAM MEMBER INVENTS THEIR OWN RULES, AND MISALIGNMENT MASQUERADES AS CONFLICT.
Phase 1: Team Context
Understand the team and its purpose.
Required Inputs
| Input | What to Ask | Default |
|---|
| Team purpose | "Why does this team exist? What is its mission?" | No default |
| Team size | "How many people are on the team?" | 2-5 |
| Team type | "Permanent team, project team, or cross-functional?" | Permanent |
| Work arrangement | "Remote, hybrid, or in-person?" | Remote |
| Current challenges | "What team dynamics need improvement?" | Communication and alignment |
| Leader | "Who leads or facilitates the team?" | Business owner |
GATE: Confirm team context before drafting the charter.
Phase 2: Draft Charter
Write the team charter document.
Charter Template
# [Team Name] Team Charter
**Created:** [Date]
**Last updated:** [Date]
**Team lead:** [Name]
**Members:** [Names and roles]
---
## 1. Mission
**Why we exist:** [One sentence — the team's purpose]
**What success looks like:** [2-3 measurable outcomes that define team success]
**What is NOT our responsibility:** [Explicitly state what falls outside the team's scope]
## 2. Roles and Responsibilities
| Member | Role | Primary Responsibilities | Decision Authority |
|--------|------|------------------------|-------------------|
| [Name] | [Role] | [Top 3 responsibilities] | [What they can decide alone] |
| [Name] | [Role] | [Top 3 responsibilities] | [What they can decide alone] |
## 3. Decision-Making
**How we make decisions:**
| Decision Type | Method | Who Decides |
|--------------|--------|-------------|
| Day-to-day operational | Individual | Role owner decides |
| Cross-functional / affects others | Consult | Role owner decides after consulting affected parties |
| Strategic / high-impact | Consensus or leader call | Team discusses, [leader] decides if no consensus |
| Budget over $[amount] | Approval required | [Leader/Owner] approves |
**Disagreement protocol:**
1. Discuss the issue directly with the person involved
2. If unresolved, bring it to the team lead
3. Team lead makes a final call within 48 hours
## 4. Communication Agreements
**Primary tools:**
| Purpose | Tool | Expected Response Time |
|---------|------|----------------------|
| Quick questions | [Slack/Teams] | Within [4 hours] during work hours |
| Detailed discussions | [Email / Doc comments] | Within [24 hours] |
| Urgent issues | [Phone / Text] | Within [1 hour] |
**Meeting cadence:**
| Meeting | Frequency | Duration | Purpose |
|---------|-----------|----------|---------|
| Team standup | [Daily/Weekly] | [15 min] | Alignment and blockers |
| Team planning | [Weekly/Biweekly] | [60 min] | Priorities and coordination |
| Retrospective | [Monthly/Quarterly] | [45 min] | Process improvement |
**Communication norms:**
- Default to async unless real-time discussion is needed
- Use threads, not channel messages, for detailed topics
- Do not expect responses outside of working hours unless pre-arranged
- When in doubt, over-communicate rather than under-communicate
## 5. Working Agreements
**How we work together:**
- [Agreement 1 — e.g., "We give feedback directly and constructively"]
- [Agreement 2 — e.g., "We meet deadlines or communicate delays 24 hours in advance"]
- [Agreement 3 — e.g., "We document decisions, not just discussions"]
- [Agreement 4 — e.g., "We assume positive intent when reading messages"]
- [Agreement 5 — e.g., "We ask for help early, not after it is too late"]
## 6. Success Metrics
| Metric | Target | Review Frequency |
|--------|--------|-----------------|
| [Key deliverable quality] | [Target] | [Weekly/Monthly] |
| [Project completion rate] | [Target] | [Monthly/Quarterly] |
| [Team satisfaction] | [Target] | [Quarterly] |
---
**All team members acknowledge this charter:**
| Name | Signature | Date |
|------|-----------|------|
| | | |
GATE: Present charter draft for team input and refinement.
Phase 3: Co-Create
Involve the team in finalizing the charter.
Charter Workshop Agenda (60 minutes)
1. Present the draft charter (10 min)
2. Discuss and refine Mission section (10 min)
3. Validate Roles and Decision-Making (10 min)
4. Co-create Working Agreements (15 min) — each person proposes 1-2 agreements
5. Agree on Communication norms (10 min)
6. Final review and sign-off (5 min)
Working Agreement Exercise
Each team member answers:
- "What is one thing that helps you do your best work?"
- "What is one thing that frustrates you in teamwork?"
- "What is one agreement you want this team to commit to?"
Compile into 5-7 shared agreements the whole team endorses.
Phase 4: Live By It
Make the charter a living document, not a shelf decoration.
Charter Review Schedule
- Monthly: Quick check — are we following our agreements?
- Quarterly: Full review — update roles, agreements, or metrics as needed
- After any team change: Review when a member joins, leaves, or roles shift
Accountability
- Reference the charter in team meetings when agreements are being honored or broken
- Use the retrospective to discuss which charter elements are working and which need revision
- New team members read and sign the charter during onboarding
Anti-Patterns
- Leader writes charter alone — a charter imposed from above will not be followed. Co-create it.
- Too many agreements — more than 7 working agreements are impossible to remember. Prioritize.
- Vague agreements — "Be respectful" means different things to everyone. "Respond to messages within 4 hours" is specific.
- No decision-making process — undefined decision rights cause delays, duplicate work, and resentment.
- Written and forgotten — a charter no one references is decoration. Integrate it into weekly rhythms.
Recovery
- Team members do not follow the charter: Revisit it as a team. Either the agreements are wrong (revise them) or accountability is missing (enforce them).
- Team is too small for a formal charter (2 people): A simple 1-page agreement on roles, communication, and decisions is still valuable.
- Team dynamics are already broken: The charter process itself is the intervention. Use the workshop to surface and address tensions.
- User works mostly with contractors: Adapt the charter to a "collaboration agreement" focused on communication, deliverable standards, and feedback loops.
- Charter feels too corporate: Adjust the tone. A charter can be casual and still effective. The format matters less than the content.
