Team's mission is team's own purpose of why does it exists. It may be a written document or just informal. If the group lacks mission, teams approach might tend to be fragmented as each of the member will try to fill up the void of meaning by introducing person agenda of their own Thereby diffusing a team momentum toward the specific achievements.

The clear and the commonly accepted reason for why a team is together provides team the "touchstone" for a way the team identifies the issues to work on, it establishes the priorities, handles the conflicts, and makes the decisions.

A conventional wisdom is that the teams will be most effective when they are small in size, usually not having more than 15 members in the team, and often will be between 5 and 10. Most effective teams achieve the balance between a diversity from the larger group and a dedicated focus which is more easily achievable in a small groups. Conventional thinking is larger and diverse the group is, it is more difficult (and the longer it takes) for them to come to the common agreement.

The self managed teams will often use the different words to reflect changes to scope of the authority. Rather then having traditional manager who will direct people, self-managed teams will have coordinator who will facilitates work performance. This coordinator is elected from within the group to represent a group.

Less the number of managers flatter is the organizational structure, with a less layers between the top officer and a front-line workers.

Necessary foundation for the self-managed teams is a widespread personal individual adoption of the Continuous Process Improvement approach towards work. Ultimately the self-directed work team will thoroughly have to monitor and correct the work in the timely manner.