Team-building guidelines can help members understand their roles and contribute to the overall success of the team.

    Define  a clear set of goals for the team. Let all members understand the goals. Put down the goals in writing for members to append signatures. Allow team members to develop solutions for fulfilling the goal. Give members real responsibility to breed a sense of belonging. Provide ways for members to hold each other accountable for any poor performances.
    Appoint  a Leader from within the team; go for a person with experience and acceptable to all members. Set limits for the two crucial resources needed to accomplish the goal;time and money.
    Promote harmonious relationships between members. Diverse backgrounds are sometimes a challenge to teamwork. Train members in communication skills and the art of good listening to accommodate the diverse personalities. Encourage strong members to complement the efforts of weaker members. Build trust within the team through social activities such as having meals together, playing either indoor or outdoor games and touring places of interest. Develop a code of ethics to assist in conflict resolutions between members.
    Allow  team members to choose their tasks and roles. Ensure complete clarity on individual responsibilities and avoid overlapping of delegated duties. Appreciate each member’s contribution to accomplishing the set goals. Commit the entire team to pursue the mission with zeal, administer team oath if need be. Encourage creative problem solving methods welcome new ideas which are aimed for the general good of the team. Discourage competing interests between members and cultivate a culture of collaboration.
    Look out  for like minded persons to join the team, even as substitutes. Invite talent that complements other team members. Avoid individual achievers and go for renowned team players. Delegate a mentors for new members to assist in orientation. Nurture a sense of mutual respect between members. View each other as indispensable assets of the team and success will follow thereafter.
    Put in place  metrics to evaluate team and individual progress. Let members decide on the measurement mode and time span. Create a fund to reward outstanding performance. Avoid making awards a routine: You want your team to view the awards as a motivator for hard work. Allow award recipients and the team to choose the type of award and let it be meaningful.

Reference

Harvard Business Review