The approach provides for modification and improvement over time. Fresh input and perspective is systematically sought and added, for example, through information and analysis, new members, and sponsors. There is a sense of mutual accountability. The members interact primarily to share information, best practices, or perspectives and to make decisions to help each individual perform within his or her area of responsibility. It has no interest in shaping a common purpose or set of performance goals, even though it may call itself a team.
Pseudo teams are the weakest of all groups in terms of performance impact.
Typically, however, it requires more clarity about purpose, goals or work-products and more discipline in hammering out a common working approach. It has not yet established collective accountability. This is a small number of people with complementary skills who are equally committed to a common purpose, goals, and working approach for which the hold themselves mutually accountable. That commitment usually transcends the team. The high performance team significantly outperforms all other like teams, and outperforms all reasonable expectations given its membership.