effectiveness assessment matrix) team profiler: team 360...

TEAM PROFILER: TEAM 360 (TeamEffectiveness Assessment Matrix)

Company: XYZ Team: 360 Sample Reports - TEAM 360 Date: May 2, 2017 at 11:12 am

Table Of Contents

1Table Of Contents ...................................................................................................................................................................... 2Introduction .................................................................................................................................................................................. 3Result Details .............................................................................................................................................................................

38List of Raters ............................................................................................................................................................................ 39Advice and Tips ........................................................................................................................................................................ 40Additional Materials ..................................................................................................................................................................

Table Of Contents 1/40Table Of Contents Confidential report fo r 360 Sample Reports - TEAM 360

© 2017 PsychTests AIM Inc. Page 1 o f 40

Introduction

TEAM 360 functions as a performance compass – it details how your team is performing as a unit. In order to create asuccessful team, all members must be at their best. If there are gaps between various members’ skills or knowledge, itaffects the success of the whole team.

The objective of the 360 feedback system is to reveal the strengths and deficiencies of each team member and the groupas whole. If there are competencies and traits that can be developed further, the team can work together to create anaction plan that benefits everyone. Remember, your objective isn’t to single out weaker members – it is to strengthen theentire team.

Make sure to review your individual and team results in detail, paying close attention to skills/traits identified as needingimprovement. The Advice section in your individual report and the team report offers helpful tips and exercises that can beused to nurture your strengths and develop any areas that are lacking.

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Self

Aggregat ed Feedback

Manager

Peer

Score

Result Details

Each trait/skill assessed in TEAM 360 will be show on a scale from 0 to 100. Your overall performance rating as a group willappear first, followed by a breakdown of each competency. The competencies are divided into four overarching factors:

ConscientiousnessSocial SkillsPoiseCohesivenessProblem-solving Skills

Review your results carefully, and keep in mind that the lower the score, the greater the need for improvement.

OVERALL PERFORMANCE RATING

Overall assessment of the team's performance as a whole.

Overall, your performance as a team indicates a need for improvement in several areas. The good news is that you arenow on a good platform to build a stronger foundation in which to revise your teamwork approach. Below you will find yourfor each of the traits and skills evaluated in the feedback assessment. We recommend that you go through each ratingcarefully and objectively. You can use the exercises that will be provided with each result as a springboard for mappingout your growth and development process.

Please remember that the goal of a 360 feedback program is to help you reach your full potential as a group. You are notchanging who you are but rather, are becoming a better version of you.

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CONSCIENTIOUSNESS

Assesses factors related to productivity, both in terms of quantity and quality.

Your current level of conscientiousness as a team is not at a satisfactory level. While you may very well get tasks done,the manner in which you do so is not the most proficient way possible, and is likely not producing the type of quality workthat this group is capable of. Review your results below for areas that need improvement.

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Accountability

Willingness to take responsibility for work and conduct.

Under most circumstances, the team as a whole is willing to be accountable for their performance, and is taking the stepsnecessary to make amends or improvements when required. For the most part, you feel that each member should beaccountable for their actions, and understand that the quality and quantity of the group’s output is both an individual andteam responsibility. There is however, room to improve.

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Time Management

Ability to use time effectively and efficiently.

The way the team manages its time will need to be improved. You don’t seem to be using your time efficiently, which makesyou more likely to miss deadlines (or to have to rush to meet them), to be disorganized, and to produce less than you arecapable of. The team will need to adopt better time management strategies, and ensure that all team members practicethem.

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Diligence

Ability to complete tasks carefully and effectively.

This group may very well understand the importance of completing tasks carefully, but doesn’t seem to put that knowledgeinto practice – at least not often. You need to put in more of an effort to ensure that tasks are being done properly, andcreate quality control procedures to keep everyone on track. At this point, your work approach can be considered rathernegligent - or inconsistent at best.

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51

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Motivat ion

Desire and willingness to succeed.

As a team, you’re likely to find yourselves struggling to find the incentive to push forward. You may very well completeassignments, but it is more likely a result of external motivation (because you have to; because a deadline isapproaching) as opposed to enthusiasm for the work itself. This team needs a purpose - something to aspire to.

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70

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Progress-tracking

Tendency to keep teammates up-to-date.

For the most part, this team communicates with each other about the progress of projects, but could perhaps make this amore consistent and systematic objective. All team members must be kept up-to-speed on a regular basis, especiallywhen it relates to projects that have interdependent tasks.

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SOCIAL SKILLS

Ability to interact well with others.

Your social skills as a group are not quite at the level of competency that is needed to function harmoniously. This mayhave already caused difficulties in your interactions with each other. There is a great deal of development that needs to bedone in this area. Review your results below for more details.

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Communicat ion Skills

Ability to communicate clearly and productively.

This team’s communications are not at the level of competency that they need to be. Essentially, you are not effectivelygetting your point across to each other. This makes misunderstandings and conflicts inevitable. Communication is the basisof teamwork, and this team’s skills are not at their best at this point.

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Listening Skills

Ability and willingness to patiently listen to others.

This team engages in habits that often inhibit the listening process. As a group, you don’t seem to have enough patience tohear each other out. This can result in misunderstandings, and unnecessary conflict. This group needs to listen to eachother more.

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47

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Assert iveness

Ability to speak up for oneself and communicate with confidence.

As a team, you are generally quite assertive, although you seem to hold back sometimes. This isn’t necessarily a problem,but it’s important to keep in mind that it’s better to speak up than hold things back from each other. As long as thoughts,feelings and opinions are shared tactfully, you should feel free to share things with one another.

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Conflict Resolut ion Skills

Ability to resolve conflict effectively and in a professional manner.

Overall, this team’s ability to resolve conflict is satisfactory, leaving room for further growth. There are some occasionswhen your approach to conflict is not the most ideal for group harmony. It is important that all team members strive toremain objective when dealing with conflict situations and keep the goal of compromise in mind at all times.

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Diplomacy

Ability to converse and treat others with tact and respect.

If team members are often left feeling slighted, this may be due to the way you interact with one another. You do not alwaysshow tact in your speech and behavior, which is likely to cause friction among team members. As a group, you will need towork on showing each other more respect and consideration.

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Mentorship/Leadership Potential

Ability to lead others on the team.

This group appears to have at least some members that show mentorship/leadership potential. If you are able to functionharmoniously as a group, both in terms of your interactions and your output, having a team leader may not always benecessary. If, however, this team could use some structure and direction, it would be a good idea to consider the benefitsof having a team leader to guide the group. This is an issue that will need to be discussed together.

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POISE

Ability to maintain composure, especially in difficult situations.

This team’s ability to remain poised in difficult and emotionally-challenging situations is need of work. You will need to worktogether to develop healthier ways to cope with the ups and downs this group may face. Review your results below forfactors that you will need to work on.

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Adaptability

Ability to adjust and be resourceful in the face of change and the unexpected.

Sometimes, change or unexpected circumstances with throw this team off. As a group, you try to adapt as best you can,but are not always successful. In general, you do not seem to deal well with situations that are ambiguous, unpredictable,and unfamiliar – they take this group out of its comfort zone. Your team will need to build the resources to adapt quickly tovarious situations.

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Openness to Feedback/Crit icism

Comfort with, and openness to, negative feedback from others.

As a team, you do not react well at all to negative criticism. This is a major problem. Not only will it make it difficult for youto interact openly with each other, as no one seems to be willing to accept anything in the form of criticism, it also limits thisgroup’s ability to grow, learn, and improve. Negative feedback, when worded constructively, has its benefits, and this team ismissing out.

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Stress Management

Ability to deal with pressure, demands, and other stress-inducing situations.

Your team’s approach to dealing with stress needs to be modified and improved, as it is likely having a major impact onyour performance. With the need to balance many tasks and deal with a multitude of personalities, dealing with stress isgenerally part and parcel of teamwork. As a group, you will need to work together to develop practical ways of coping withdifficult and stressful situations. Remember that you can rely on each other in difficult times.

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Emotional Management

Ability to regulate emotions effectively.

For this group, self-control of emotions is inconsistent at best. Sometimes, keeping your emotions under control can be achallenge. While one or two outbursts can be forgiven, especially when the team is under stress, a frequent lack of self-control will create a tense and uncomfortable team atmosphere, which will inevitably lead to negative consequences. Yourgroup as a whole needs to work on better managing your emotions.

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COHESIVENESS

Assesses the effectiveness and congeniality of the current team structure.

As things stand, there are some aspects of how you perform as a team that need to be modified. This isn’t a great deal ofcohesiveness among team members, and this threatens the stability and productivity of the entire group. Review yourresults below for more information on areas that will need to be discussed and improved.

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Collaborat iveness

Ability to get along and work well with others.

For the most part, your team strives to cooperate and encourage each other. You will need to nurture this sense ofcollaboration more, but as a whole you are fairly supportive of one another.

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Goal Alignment

Understanding of team goals and willingness to work with others to achieve them.

There seems to be some dissension in the ranks – essentially, there are aspects of how things are done on this team thatnot everyone sees eye-to-eye on. This will need to be discussed and settled so that everyone can move forward with thesame objectives in mind.

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Role Clarity

Understanding of one's role and the role of others on the team.

While there seems to be a general understanding of who does what on the team, it would be a good idea to reaffirm thiswith all members of the group, as there still may be some duties and boundaries that need to be clarified. Overall, theredoesn’t seem to be any major issues with role clarity on this team.

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Team Mentality

Willingness to work for the greater good of the team.

Despite being a team, you are not very team-oriented. People seem to be more focused on working as an individualrather than as part of a group. Granted, it’s important for each team member to have his or her own individual identity, buteveryone needs to work for the benefit of the team, and it seems like your group has lost sight of this.

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Perception of Compatibility

Sense of camaraderie among team members.

Your combined compatibility score reveals a major problem. There appears to be a significant clash of personalities inthis group, and a great deal of concern that this team may need to be restructured. Essentially, who belongs in this groupand who doesn’t fit in is an issue of concern. This is something that will need to be taken care of with tact and carefulconsideration.

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PROBLEM-SOLVING SKILLS

Assesses whether current problem-solving approach is conducive to effective resolution.

Problem-solving can become this team’s strength if you work to develop your skills more. There are some aspects of yourapproach to problem-solving that need to be modified and improved. Overall, you are reasonably effective problem-solvers, but need to create a more solid and structured “plan of attack.” Review your results below for more information.

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Research Skills

Ability to be resourceful and find useful information to aid in the problem-solving process.

Your group seems to understand the importance of conducting research in order to solve problems effectively, and oftenuse this resource to your advantage. You are not haphazard problem-solvers – you make sure to obtain as muchinformation as you can before moving forward.

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Brainstorming Skills

Effective use of brainstorming to generate ideas/solutions.

While this group’s approach to brainstorming may need to be modified in order to allow a greater flow of ideas, yourcombined score indicates that you at least possess basic brainstorming knowledge and skills. As a whole, you know thatthere are benefits to brainstorming as it relates to problem-solving, and for the most part, seem to be able to use thisresource to your advantage.

83

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Open-mindedness

Openness to different ways of thinking; a flexible mindset.

For the most part, this group is fairly open-minded, but can still broaden its perspective further. You may hesitatesometimes to push the envelope and take a chance on the unfamiliar or less unconventional solutions. Your team mustalways keep in mind that there are many different ways to view a problem just as there are different ways to solve it. Thewider you expand your vision, the greater the possibility of generating novel solutions.

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Originality

Ability to generate creative ideas and solutions.

As a whole, your group has strong creative potential. You do not limit yourselves to solutions that are practical and logical,and are usually able to tap into your creative side. It would be to this team’s advantage to continue to nurture this creativity.

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Crit ical Thinking Skills

Ability to reason out problems and analyze alternative solutions.

When it comes to critical thinking, this group has the basic skills, but will need to develop them further. Problem-solvingrequires the ability to break down an issue, interpret and understand relevant research and information, and analyze theviability of each possible solution. You have the ability to think critically about a problem and its possible solutions, butmay need to use a more methodical approach.

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Decision-making/Judgment

Ability to use sound judgment and make smart, well-informed decisions.

The decision-making process can sometimes be a challenge for members of this team, but you generally show soundjudgment when making a choice. You may need to develop more confidence in yourselves, and make sure to use allpossible resources available to help you make the right decision.

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Planning

Tendency to carefully plan ahead before taking action.

As a whole, your team understands the importance of planning ahead when putting a solution into action, but you may stillneed to refine and perfect your planning process. In general, members of this team are more likely to plan ahead than takeaction precipitously.

88

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Implementat ion

Ability to follow through on assigned tasks and responsibilities in the problem-solving process.

It seems that members of this team are not very well-equipped to handle the responsibility of implementation. You do notshow a great deal of follow through, and will need to reconsider and likely overhaul your current approach. A good startwould be to determine whether all the previous steps in the problem-solving process are being completed properly.

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Evaluat ion of Progress

Willingness and ability to evaluate the progress of an implemented solution.

Once a solution has been put into place, it’s important to evaluate its progress. Your team is generally able to do this, butyour combined score indicates that there is room for improvement. This step in the problem-solving process can offervaluable information, and team members need to make sure that they are taking full advantage of this opportunity. It is atthis point in the process that you can determine whether certain procedures/tasks can be made more efficient, learn waysto prevent the problem in the future, and promptly deal with any consequences that may arise after a solution isimplemented.

58

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List of Raters

For your references, the following is the list of your raters for this 360 assessment.

[email protected]@[email protected]@[email protected]@[email protected]@myemail.com

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Advice and Tips

To get your team started on the path toward growth and improvement, TEAM 360 offers a variety of insightful and practicalexercises. The exercises can be done as a group activity. You can access the full activity booklet by downloading the PDFfile at the end.

1) Exercise 1: I Am Commit ted – Build accountability and a sense of responsibility with this exercise.

2) Exercise 2: Log it ! – Learn where your time goes and how to use this precious resource more efficiently.

3) Exercise 3: "I" Statements – Learn to express your thoughts, feelings, and opinions to each other in a tactfulmanner.

4) Exercise 4: Are you listening? – Learn the verbal and non-verbal habits that can hinder the listening process.

5) Exercise 5: VIP status - Values, Ideals, and Principles – Build a common vision that everyone can be proud ofwith this exercise.

6) Exercise 6: Desert Island Dweller – Find out how well you know your teammates with this exercise.

7) Exercise 7: Walking a mile in someone else’s shoes – Uncover and learn to appreciate your teammates’strengths with this exercise.

8) Exercise 8: Bet you didn’t know! – Learn more about your teammates, build trust in one another, and discoverthings you didn’t know about each other with this exercise.

9) Exercise 9: T he Ishikawa Fishbone Diagram – A deceptively clever and effective way to approach the problem-solving process.

10) Exercise 10: T he pros and cons – Learn a practical and effective way to weigh pros and cons before making adecision.

11) Exercise 11: St ress Triggers – Find out what makes your team tick with this exercise.

12) Exercise 12: Progressive Relaxat ion – Learn a simple yet effective technique to reduce stress and get your mindback on track.

For full access to all exercises, please download the following PDF file: [url provided in actual report]

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Additional Materials

For further references that can enhance your individual and team performance, feel free to review the materials suggestedbelow.

Books:

Title: Building Smart Teams - A Roadmap To High Performance

Author: Carol A. Beatty & Brenda A. Barker Scott

Publication year: 2004

Publisher: Sage Publications Inc.

URL: http://www.amazon.com/Building-Smart-Teams-Roadmap-Performance/dp/0761929568/ref=sr_1_1?s=books&ie=UTF8&qid=1365527176&sr=1-1&keywords=building+smart+teams+beatty

Title: Stop Workplace Drama: Train Your Team to have No Complaints, No Excuses, and No Regrets

Author: Marlene Chism


Publisher: Wiley

URL: http://www.amazon.com/Stop-Workplace-Drama-Complaints-Excuses/dp/0470885734/ref=sr_1_7?s=books&ie=UTF8&qid=1365527505&sr=1-7

Title: Discussing the Undiscussable: A Guide to Overcoming Defensive Routines in the Workplace

Author: William R. Noonan


Publisher: Jossey-Bass

URL: http://www.amazon.com/Discussing-Undiscussable-Overcoming-Defensive-Workplace/dp/0787986321/ref=sr_1_153?s=books&ie=UTF8&qid=1365529848&sr=1-153

Title: Strategic Project Management Made Simple: Practical Tools for Leaders and Teams

Author: Terry Schmidt


Publisher: Wiley

URL: http://www.amazon.com/Strategic-Project-Management-Made-Simple/dp/0470411589/ref=sr_1_17?s=books&ie=UTF8&qid=1365530885&sr=1-17

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