One of the main things I've noticed is that every person is different and therefore every team is different. Also teams evolve over time, so even when compromis

One of the main things I've noticed is that every person is different and therefore every team is different. Also teams evolve over time, so even when compromised by the same people you can look at them differently "each" day. I think the management should start with observing and listening. By paying attention to what's going on in the team you can start influencing it by praising beneficial (e.g. helping to meat the team goals) behaviors and preventing the un-beneficial ones. Then of course, when you have expectations from people, its best to get them on board as soon as possible and not leave them wonder why they've been praised and why "punished". Providing clear feedback as soon as possible seems to really work. Another big thing you should watch out is what kind of people you've got on your team - intrinsically driven or externally driven. The more intrinsically driven people you have the less structure you need - its more about setting goals for them and getting out of their way. The externally driven people require far more structure and management in order to make them meet their goals. In the end, because things could change quite frequently, I think the most important thing is communication - clearly and as often as possible, go over what we are trying to achieve and what could we do better to achieve that faster. For instance, although I'm hugely internally motivated, I'm really happy when I meet my "boss" and we get through all the things we are doing properly and what things we are not. Not having this kind of meeting for a long time is actually really upsetting. Of course this scratches only the surface of what management is. Good luck on making an awesome team.