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Team Effectiveness Assessment™ Feedback Results

Sample, Joe

January 2014

© Copyright 1997-2014 Assessment Plus, Inc.

Introduction

Linkage’s Team Effectiveness Assessment™ (TEA) offers insights into your team’s support, interaction, and results that can be used to improve team performance. The assessment is based on decades of experience, existing research, and literature on teams.

Few teams have mastered all of the factors that drive high performance and most teams need to improve in some way. This report offers several different ways to view the data and suggestions on how to act upon the results to improve your team.

This report presents a Team profile in three parts:

• Part I, The Team Effectiveness Assessment Model™, explains the model and its components

• Part II, Team Assessment Results, presents a profile of the Team based on the combined scores of all respondents to the TEA™

• Part III, Verbatim Comments, includes the open-ended comments collected from the Team

PART I

THE TEAM EFFECTIVENESS ASSESSMENT MODEL

THE TEAM EFFECTIVENESS ASSESSMENT™ TOOL

The Team Effectiveness Assessment™ can be part of a powerful “breakthrough” process for team learning and growth. It allows a team to generate clear and valid information about nearly every aspect of team functioning and provides some important standards for the team to consider in setting its own improvement agenda.

It provides an opportunity for significant movement on the road to high performance. Further movement is a function of how thoroughly the team reviews the results and uses them to chart a coherent plan of action for both team and individual development.

The Team Effectiveness Assessment™ is designed to help the team set an improvement agenda based on the standards and practices demonstrated by high performing teams—using those key factors which are the critical drivers of team effectiveness.

The following pages contain the overall framework of the Team Effectiveness Assessment™ in a graphic format, as well as definitions of each component and corresponding scale.

THE TEAM EFFECTIVENESS ASSESSMENT™ FRAMEWORK

Organization

Capabilities & Infrastructure

Are we set up for success?

Learning & Results

Are we thriving?

Goals &Purpose

Are wefocused?

Roles &Individual

Expectations

Are wefulfilling

Interactions & Team

Processes

Are wealigned?

expectations?

TEAM EFFECTIVENESS ASSESSMENT™ FACTORS

There are 80 Questions in the TEA™, which are organized into 20 scales. Each of the 20 scales are subcategories of one of the five major factors of team effectiveness. The diagram depicts these factors and how they relate.

Teams are part of a larger organization. Teams are established by organizations to produce specific results. Two of the five major factors (Capabilities & Infrastructure and Growth & Results) of the TEA™ describe aspects of team performance that relate to the larger organization. The other three factors are focused on the team’s goals, roles, and processes. These three factors are largely under the control of the team members and leaders.

The factors interact and influence each other. Changes in one factor will influence changes in all of the others. It is important to consider all of the factors. Some factors are more noticeable, such as Interactions & Team Processes, or Learning & Results, but all are important to high performing teams. For example, if the team is not producing results and growth, it may be because of a lack of Capabilities & Infrastructure, Purpose & Goals, or another factor.

The factors on the TEA™ are described as follows:

1. The first effectiveness factor is CAPABILITIES & INFRASTRUCTURE. This factor addresses the question: “Are we set up for success?” Highly effective teams are supported and have decision authority as well as feedback methods to understand their efforts. Together, the members have the skills, understanding and leadership needed to be successful. Do the scores suggest the team has what it needs to be successful?

Capabilities & Infrastructure: the extent to which the team is outfitted with the support processes, decision authority, knowledge, understanding, skills, and leadership to be successful

2. The second effectiveness factor is GOALS & PURPOSE. This factor addresses the question: “Are we focused?” Highly effective teams are characterized by a deep sense of shared purpose, a clear sense of priority, a mission that demands interdependence, and a clear understanding of each member’s accountabilities. Do the scores suggest that the team is focused on its goals?

Goals and Purpose: The extent to which the team has developed focus around work outputs (products and services) and a challenging purpose that energizes members and requires them to work together – a combination of meaningful mission, clear priorities, commitment, and accountability

3. The third effectiveness factor is ROLES & INDIVIDUAL EXPECTATIONS. This factor addresses the question: “Do team members have clear expectations and are we fulfilling them?” Highly effective teams have developed a set of “rules for engagement” which guide individual behavior and performance on the team. Some team rules can be idiosyncratic to particular teams. However, all teams need to align around some rules that govern how to influence; how members relate to one another, how diversity is leveraged, and how much experimentation is allowed. Do the scores suggest that the team has and is fulfilling clear individual roles?

Roles & Individual Expectations: The extent to which the team has developed a set of rules for engagement that effectively dictate and align how the team uses power, relates to one another, and allows experimentation.

4. The fourth factor is INTERACTIONS & TEAM PROCESSES. It addresses the question: “Are we aligned?” Highly effective teams have developed sensible methods and practices for getting the work done. Work and team interactions are coordinated though effective processes, conversations, decision making, and conflict. In total, these practices allow the team to stay “in sync.” Do the scores suggest that the team works in alignment and efficiently together?

Team interactions & processes: The extent to which the team has developed a sensible and efficient approach for getting the work done together, including work processes, conflicts, and communications.

5. The fifth factor is LEARNING & RESULTS. It addresses the question: “Are we thriving?” Highly effective teams get results and become better at what they do. This leads to further successes in a virtuous cycle. The team receives feedback, adapts to the environment, gets results, and is rewarded. Do the scores suggest that your team is thriving by growing and getting results?

Learning and Results: The extent to which the team is broadening in capability, adapting to its environment, growing effectively, and being appropriately rewarded.

The pages that follow describe in more detail the four scales that comprise each factor.

THE SCALES THAT COMPRISE EACH FACTOR

• Meaningful Mission • Clear Priorities • Team Commitment • Strong Accountability

Goals & Purpose

• Organizational Support • Working Knowledge • Balanced Skills • Aligned Leadership

Capabilities & Infrastructure

• Shared Influence • Collaborative Partnerships • Leveraged Diversity • Innovative Experimentation

Roles & Individual Expectations

• Powerful Conversations • Productive Conflicts • Efficient Team Processes • Effective Decisions

Interactions & Team Process

• Metric Based Feedback • Evolution & Adaptation • Great Results • Rewards and Recognition

Learning & Results

TEAM EFFECTIVENESS ASSESSMENT’S SCALES

Capabilities & Infrastructure “Are We Set Up For Success?”

• Organizational Support - The extent to which the larger organization provides resources, decision authority, and infrastructure support the team needs to be successful

• Working Knowledge - The extent to which team members have the understanding, information, and concepts needed to execute the team’s mission

• Balanced Skills - The extent to which team members jointly demonstrate the intellectual, interpersonal, and emotional skills needed to do the team’s work

• Aligned Leadership - The extent to which the team has adequate guidance, facilitation, direction, and coordination

Goals & Purpose “Are We Focused?”

• Meaningful Mission - The extent to which the team has a clear and challenging purpose that energizes members

• Clear Priorities - The extent to which the team is clear about the specific goals that must be achieved, and work outputs (products and services) that must be provided

• Team Commitment - The extent to which team members are committed to the team, its success, and the success of all members

• Strong Accountability - The extent to which the team rigorously assigns and accepts responsibility for results

Roles & Individual Expectations “Are We Fulfilling Expectations?”

• Shared Influence - The extent to which power, influence, and responsibilities are appropriately shared among team members

• Collaborative Partnerships - The extent to which team members are oriented to cooperate with others to achieve shared results

• Leveraged Diversity - The extent to which the team values and learns from others ideas, opinions, and points of view

• Innovative Experimentation - The extent to which team members allow each other to innovate, take risks, and explore intuitions

Interactions & Team Processes “Are We Aligned?”

• Powerful Conversations - The extent to which team members speak openly, listen carefully, and encourage others to do the same

• Productive Conflicts - The extent to which team members confront and resolve conflicts through sharing information and appreciating opposing views

• Efficient Team Processes - The extent to which the team has productive work processes and methods of running effective meetings

• Effective Decisions - The extent to which team members use a systematic, and participative process to make decisions and solve problems

Learning & Results “Are We Thriving?”

• Metric Based Feedback - The extent to which the team has ways to measure and understand customer satisfaction, output quality, team competency, and overall effectiveness

• Evolution & Adaptation - The extent to which the team can generate an understanding of its own dynamics and results, and can self-design and self-manage change

• Great Results - The extent to which the team produces quality outputs and exceptional results

• Rewards and Recognition - The extent to which the team is appropriately recognized and compensated for both individual and team performance

PART II

ASSESSMENT RESULTS

Team Effectiveness Report Sections

A Factor Summary This section averages all item ratings within a factor by the self and the team responses. The N signifies the total number of responses received for all items in each respective factor. B Scale Summary This section averages all item ratings within a scale by the self and the team responses. The N signifies the total number of responses received for all items in each respective scale. C Factor Individual Responses Comparison This radar graph displays the responses for each individual on the team at the factor level. The “A” line represents the averages responses from the team. D Scale Individual Responses Comparison This radar graph displays the responses for each individual on the team at the scale level. The “A” line represents the averages responses from the team. E Item Results Graphical and numerical data regarding ratings for each specific item are depicted by the self and the team. F Highest and Lowest Rated Items The items with the highest and lowest ratings from all raters are provided in this section. The number of items listed is determined as a percentage of the total number of items in the assessment instrument. If the average is within the highest 20% of the scale, the item will not be displayed as a low rating. If the average is within the lowest 20%, the item will not be displayed as a high rating.

How to Read Your Report

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

The team has methods of managing "people practices" such as acquiring new members5

Self

Team

Avg. N1 N2 N3 N4

4.00 0 0 0 1

3.20 0 1 2 2

1 Factor Heading – This is the component into which the items are grouped. In this example,

“Organizational Support” is shown. 2 Symbol Key – This key will be useful in determining the meaning of different symbols used

throughout the report. The horizontal arrows indicate significant gaps, either positive or negative, between the Self rating and the average rating from the team.

3 Scale – In the above example, the rating scale used is a 4-point scale ranging from “Strongly Disagrees” to “Strongly Agrees.”

4 Item Results – This graph shows the results by rater group for a specific item. This and other similar items create a category.

5 Comparison Lines – These titles depict the different data groups that provided feedback. In this example, responses from the Team and the participant (labeled as Self) are shown.

6 Mean Bar – The bars graphically depict the average of the ratings for each rater group. In this example, the average of the ratings from the Team is 3.20for the item. The vertical line indicates the Self rating. This line is included so that participants can easily see the differences between their Self rating and the ratings of the team.

7 Distribution – The numbers above each mean bar show the number of ratings provided for each

point on the rating scale for that particular comparison line. N1 indicates the number of members of the team that selected “1’ on the rating scale, N2 the number that selected 2, etc. NN is the number that selected N.

1

3

4

5

7

2

6

Organizational Support

Factor Summary

Section ASample, Joe

Page 1

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Capabilities & Infrastructure: "Are We Set-up For Success?"

Self

Team

Avg. N1 N2 N3 N4 NN Norm. %ile

2.94 0 05 7 4

2.90 0 028 32 20 3.12 20

Goals & Purpose: "Are We Focused?"

Self

Team


2.63 0 07 8 1

2.80 0 034 28 18 3.12 13

Roles & Individual Expectations: "Are We Fulfilling Expectations?"

Self

Team


2.75 0 08 4 4

2.76 0 035 29 16 3.10 11

Interactions & Team Processes: "Are We Aligned?""

Self

Team


2.88 0 06 6 4

2.83 0 034 26 20 2.94 29

Learning & Results: "Are We Thriving"

Self

Team


3.25 0 03 6 7

3.00 0 026 28 26 3.02 42

Copyright 1997-2014 Assessment Plus, Inc.

Scale Summary

Section BSample, Joe

Page 2

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

CAPABILITIES & INFRASTRUCTURE: "ARE WE SET-UP FOR SUCCESS?"

Organizational Support (C&I)

Self

Team


2.75 0 02 1 1

2.75 0 09 7 4 3.01 20

Working Knowledge (C&I)

Self

Team


3.00 0 01 2 1

3.05 0 04 11 5 3.26 20

Balanced Skills (C&I)

Self

Team


3.00 0 01 2 1

3.05 0 06 7 7 3.14 36

Aligned Leadership (C&I)

Self

Team


3.00 0 01 2 1

2.75 0 09 7 4 3.05 18

GOALS & PURPOSE: "ARE WE FOCUSED?"

Meaningful Mission (G&P)

Self

Team


2.50 0 02 2 0

2.85 0 09 5 6 3.11 16

Clear Priorities (G&P)

Self

Team


2.50 0 02 2 0

2.80 0 09 6 5 3.01 20


Scale Summary


Page 3

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Team Commitment (G&P)

Self

Team


2.75 0 01 3 0

2.80 0 07 10 3 3.24 11

Strong Accountability (G&P)

Self

Team


2.75 0 02 1 1

2.75 0 09 7 4 3.12 7

ROLES & INDIVIDUAL EXPECTATIONS: "ARE WE FULFILLING EXPECTATIONS?"

Shared Influence (R&I)

Self

Team


3.50 0 00 2 2

2.85 0 07 9 4 3.10 16

Collaborative Partnerships (R&I)

Self

Team


2.00 0 04 0 0

2.70 0 09 8 3 3.11 7

Leveraged Diversity (R&I)

Self

Team


2.25 0 03 1 0

2.80 0 09 6 5 3.07 22

Innovative Experimentation (R&I)

Self

Team


3.25 0 01 1 2

2.70 0 010 6 4 3.13 4


Scale Summary


Page 4

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

INTERACTIONS & TEAM PROCESSES: "ARE WE ALIGNED?""

Powerful Conversations (I&T)

Self

Team


3.00 0 01 2 1

2.75 0 09 7 4 3.00 27

Productive Conflicts (I&T)

Self

Team


3.00 0 01 2 1

3.05 0 05 9 6 2.98 56

Efficient Team Processes (I&T)

Self

Team


2.75 0 02 1 1

2.75 0 010 5 5 2.86 42

Effective Decisions (I&T)

Self

Team


2.75 0 02 1 1

2.75 0 010 5 5 2.92 31

LEARNING & RESULTS: "ARE WE THRIVING"

Metric Based Feedback (L&R)

Self

Team


3.75 0 00 1 3

3.15 0 06 5 9 2.81 82

Evolution & Adaptation (L&R)

Self

Team


3.25 0 01 1 2

2.85 0 07 9 4 3.06 18


Scale Summary


Page 5

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Great Results (L&R)

Self

Team


3.50 0 00 2 2

3.30 0 04 6 10 3.15 67

Rewards and Recognition (L&R)

Self

Team


2.50 0 02 2 0

2.70 0 09 8 3 3.06 9


Factor Individual Responses Comparison

Section CSample, Joe

Page 6



Roles & Individual Expectations: "Are We

Fulfilling Expectations?"

Interactions & Team Processes: "Are We

Aligned?""


A

A

A

A

A

B

B

B

B

B

C

C

C

C

CD

D

D

D

D

E

E

E

E

E

F

F

F

F

F

1

2

3

4

A TeamF Self - Sample, Joe

1 Strongly Disagree

2 Disagree

3 Agree

4 Strongly Agree


Scale Individual Responses Comparison

Section DSample, Joe

Page 7

Organizational Support (C&I)

Working Knowledge (C&I)

Balanced Skills (C&I)

Aligned Leadership (C&I)

Meaningful Mission (G&P)

Clear Priorities (G&P)

Team Commitment (G&P)

Strong Accountability (G&P)

Shared Influence (R&I)

Collaborative Partnerships (R&I)

Leveraged Diversity (R&I)

Innovative Experimentation (R&I)

Powerful Conversations (I&T)

Productive Conflicts (I&T)

Efficient Team Processes (I&T)

Effective Decisions (I&T)

Metric Based Feedback (L&R)

Evolution & Adaptation (L&R)

Great Results (L&R)

Rewards and Recognition (L&R)

A A

A

A

A

A

A

A

AA

A

A

A

A

A

A

A

A

AA

B

B

B

B

B

B

B

B

BB

B

BB

B

B

B

B

B

B

B C

CC

C

C

C

C

C

CC

C

C

C

C

C

C

C

C

C

C

D

D

D

D

D

D

D

DD

D

D

D

DD

D

D

D

D

DD

E

E

E

E

E

E

E

E

E

E

E

EE

E

E

E

E

E

E

EF

F

F

F

F

F

F

F

F

FF

F

F

F

F

F

F

F

F

F

1

2

3

4

A TeamF Self - Sample, Joe

1 Strongly Disagree

2 Disagree

3 Agree

4 Strongly Agree



Section ESample, Joe

Page 8

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Organizational Support (C&I)

Self

Team


2.75 0 02 1 1

2.75 0 09 7 4 3.01 20

Our team has the authority it needs to achieve our mission1

Self

Team


2.00 0 01 0 0

2.20 0 04 1 0 3.22 0

The team has methods of managing "people practices" such as acquiring new members21

Self

Team


2.00 0 01 0 0

2.40 0 03 2 0 2.82 7

Our team's decisions are supported by the larger organization41

Self

Team


4.00 0 00 0 1

3.20 0 01 2 2 3.05 60

Our team has the resources we need to get the job done61

Self

Team


3.00 0 00 1 0

3.20 0 01 2 2 2.93 69




Page 9

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Working Knowledge (C&I)

Self

Team


3.00 0 01 2 1

3.05 0 04 11 5 3.26 20

The team has the required knowledge of the business (e.g., customers, plans, competitors, industry trends)2

Self

Team


3.00 0 00 1 0

3.00 0 01 3 1 3.44 11

The team has adequate knowledge of the larger organization (e.g., strategies, goals, policies)22

Self

Team


3.00 0 00 1 0

3.20 0 00 4 1 3.15 58

The team has sufficient knowledge of the disciplines involved in its work (e.g., engineering, marketing)42

Self

Team


2.00 0 01 0 0

2.80 0 02 2 1 3.26 4

Together, our team has the understanding necessary to achieve our mission62

Self

Team


4.00 0 00 0 1

3.20 0 01 2 2 3.20 49




Page 10

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Balanced Skills (C&I)

Self

Team


3.00 0 01 2 1

3.05 0 06 7 7 3.14 36

The team has the interpersonal skills to create quality work3

Self

Team


2.00 0 01 0 0

2.60 0 03 1 1 3.36 0

The team has the emotional intelligence to create high quality work (e.g., self-control, recognizing others' feelings)23

Self

Team


3.00 0 00 1 0

3.40 0 01 1 3 3.18 73

We have the right mix of people on our team to reach our goals43

Self

Team


3.00 0 00 1 0

3.20 0 00 4 1 3.11 60

As a team, we maximize each other's strengths and minimize each other's weaknesses63

Self

Team


4.00 0 00 0 1

3.00 0 02 1 2 2.88 64




Page 11

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Aligned Leadership (C&I)

Self

Team


3.00 0 01 2 1

2.75 0 09 7 4 3.05 18

The team shares leadership responsibilities among members4

Self

Team


2.00 0 01 0 0

2.80 0 02 2 1 3.09 18

Our team gets the of direction it needs to be successful24

Self

Team


3.00 0 00 1 0

2.80 0 02 2 1 2.94 33

Team members receive coaching to help them contribute to the team44

Self

Team


4.00 0 00 0 1

2.80 0 02 2 1 2.94 40

Team leaders provide expertise as needed64

Self

Team


3.00 0 00 1 0

2.60 0 03 1 1 3.22 0




Page 12

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Meaningful Mission (G&P)

Self

Team


2.50 0 02 2 0

2.85 0 09 5 6 3.11 16

The team's mission is clear to all members5

Self

Team


2.00 0 01 0 0

2.60 0 03 1 1 3.00 11

Members talk about the team's mission as important to the larger organization25

Self

Team


3.00 0 00 1 0

2.60 0 03 1 1 3.12 7

Members talk about the team's purpose as personally important45

Self

Team


3.00 0 00 1 0

3.40 0 00 3 2 2.98 76

The team's mission is aligned with the needs of the organization65

Self

Team


2.00 0 01 0 0

2.80 0 03 0 2 3.32 7




Page 13

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Clear Priorities (G&P)

Self

Team


2.50 0 02 2 0

2.80 0 09 6 5 3.01 20

We share clear expectations of the team's output6

Self

Team


2.00 0 01 0 0

3.00 0 02 1 2 2.94 53

Team members know which work to prioritize26

Self

Team


2.00 0 01 0 0

3.00 0 02 1 2 3.02 56

We are good at prioritizing what we need to focus on as a team46

Self

Team


3.00 0 00 1 0

2.40 0 03 2 0 2.87 11

We understand what we are personally expected to do to reach the goals of the team66

Self

Team


3.00 0 00 1 0

2.80 0 02 2 1 3.21 7




Page 14

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Team Commitment (G&P)

Self

Team


2.75 0 01 3 0

2.80 0 07 10 3 3.24 11

Team members regularly help each other to succeed7

Self

Team


3.00 0 00 1 0

2.80 0 02 2 1 3.24 9

Team members are willing to do whatever is needed for team success27

Self

Team


2.00 0 01 0 0

2.60 0 02 3 0 3.30 2

Team members are committed to the success of the team47

Self

Team


3.00 0 00 1 0

3.20 0 01 2 2 3.39 22

Interests of the team are put before personal goals and ambitions67

Self

Team


3.00 0 00 1 0

2.60 0 02 3 0 3.00 16




Page 15

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Strong Accountability (G&P)

Self

Team


2.75 0 02 1 1

2.75 0 09 7 4 3.12 7

We hold ourselves and each other accountable8

Self

Team


3.00 0 00 1 0

3.60 0 00 2 3 3.10 87

When concluding meetings, team members understand their responsibilities and next actions28

Self

Team


4.00 0 00 0 1

2.80 0 02 2 1 3.06 22

Team members are encouraged to take charge of their part of the work48

Self

Team


2.00 0 01 0 0

2.20 0 04 1 0 3.46 0

We inform each other well in advance if we cannot keep a commitment68

Self

Team


2.00 0 01 0 0

2.40 0 03 2 0 2.85 7




Page 16

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Shared Influence (R&I)

Self

Team


3.50 0 00 2 2

2.85 0 07 9 4 3.10 16

Team members are encouraged to contribute, regardless of career level9

Self

Team


3.00 0 00 1 0

3.00 0 01 3 1 3.04 44

Team members are open to each other's ideas29

Self

Team


4.00 0 00 0 1

2.60 0 03 1 1 3.16 2

Team leaders seek out and value the perspectives of members49

Self

Team


4.00 0 00 0 1

3.00 0 01 3 1 3.11 40

Members share responsibility for the success of the team69

Self

Team


3.00 0 00 1 0

2.80 0 02 2 1 3.10 16




Page 17

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Collaborative Partnerships (R&I)

Self

Team


2.00 0 04 0 0

2.70 0 09 8 3 3.11 7

Team members are motivated to collaborate with each other10

Self

Team


2.00 0 01 0 0

2.60 0 03 1 1 3.13 16

Members depend on each other to achieve the mission of the team30

Self

Team


2.00 0 01 0 0

3.00 0 01 3 1 3.17 36

The team distributes work according to member strengths and weaknesses50

Self

Team


2.00 0 01 0 0

2.40 0 03 2 0 2.89 2

My team mates are partners in achieving results70

Self

Team


2.00 0 01 0 0

2.80 0 02 2 1 3.24 9




Page 18

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Leveraged Diversity (R&I)

Self

Team


2.25 0 03 1 0

2.80 0 09 6 5 3.07 22

Members value diverse points of view11

Self

Team


2.00 0 01 0 0

3.20 0 02 0 3 3.11 53

Outputs of the team are enhanced by the diversity of our members31

Self

Team


3.00 0 00 1 0

3.00 0 01 3 1 3.24 14

We leverage the diversity of the team51

Self

Team


2.00 0 01 0 0

2.40 0 03 2 0 2.99 4

Members ensure that everyone contributes, regardless of background71

Self

Team


2.00 0 01 0 0

2.60 0 03 1 1 2.95 16




Page 19

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Innovative Experimentation (R&I)

Self

Team


3.25 0 01 1 2

2.70 0 010 6 4 3.13 4

Team members seek to create innovations in the team's outputs12

Self

Team


2.00 0 01 0 0

2.60 0 03 1 1 3.08 4

The team engages in creative dialogues about problems facing the team32

Self

Team


4.00 0 00 0 1

2.40 0 04 0 1 3.06 4

When discussing issues, team members are encouraged to suggest new possibilities for action52

Self

Team


4.00 0 00 0 1

2.80 0 02 2 1 3.29 0

Our team is innovative72

Self

Team


3.00 0 00 1 0

3.00 0 01 3 1 3.07 38




Page 20

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Powerful Conversations (I&T)

Self

Team


3.00 0 01 2 1

2.75 0 09 7 4 3.00 27

Communication among team members is candid13

Self

Team


2.00 0 01 0 0

3.00 0 02 1 2 2.97 51

When discussing problems, team members express their emotions productively33

Self

Team


3.00 0 00 1 0

2.40 0 03 2 0 3.03 7

Team members listen closely to each other53

Self

Team


3.00 0 00 1 0

2.80 0 02 2 1 3.03 27

Team members ensure clarity of communication by confirming meaning with each other73

Self

Team


4.00 0 00 0 1

2.80 0 02 2 1 2.96 29




Page 21

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Productive Conflicts (I&T)

Self

Team


3.00 0 01 2 1

3.05 0 05 9 6 2.98 56

When faced with breakdowns in team performance, team members focus on finding solutions14

Self

Team


3.00 0 00 1 0

3.40 0 00 3 2 3.09 78

When confronting conflict, team members actively seek information from each other34

Self

Team


4.00 0 00 0 1

2.80 0 02 2 1 2.91 29

When in conflict, team members are encouraged to appreciate the opposing points of view54

Self

Team


3.00 0 00 1 0

2.80 0 02 2 1 3.02 22

When we have conflicts, we go directly to our teammates to resolve the issue (instead of going outside the team)74

Self

Team


2.00 0 01 0 0

3.20 0 01 2 2 2.91 76




Page 22

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Efficient Team Processes (I&T)

Self

Team


2.75 0 02 1 1

2.75 0 010 5 5 2.86 42

The team has a defined approach to work towards our mission15

Self

Team


3.00 0 00 1 0

2.80 0 02 2 1 2.87 44

The team work processes are well coordinated (e.g., planning, problem-solving, decision-making)35

Self

Team


4.00 0 00 0 1

3.20 0 02 0 3 2.77 80

The team has useful tools for managing the execution of the work55

Self

Team


2.00 0 01 0 0

2.40 0 03 2 0 3.01 9

As a team, we use our time efficiently75

Self

Team


2.00 0 01 0 0

2.60 0 03 1 1 2.79 33




Page 23

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Effective Decisions (I&T)

Self

Team


2.75 0 02 1 1

2.75 0 010 5 5 2.92 31

The team is systematic in its approach to solving problems16

Self

Team


3.00 0 00 1 0

3.20 0 01 2 2 2.83 76

Our team is decisive36

Self

Team


2.00 0 01 0 0

2.40 0 04 0 1 2.83 20

When a decision is made, we show support by actions56

Self

Team


4.00 0 00 0 1

3.00 0 02 1 2 3.16 31

All team members engage in decision making76

Self

Team


2.00 0 01 0 0

2.40 0 03 2 0 2.85 9




Page 24

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Metric Based Feedback (L&R)

Self

Team


3.75 0 00 1 3

3.15 0 06 5 9 2.81 82

The team effectively measures its customers' satisfaction17

Self

Team


4.00 0 00 0 1

3.60 0 01 0 4 2.76 96

The team has a way to measure the quality of work outputs37

Self

Team


3.00 0 00 1 0

3.20 0 01 2 2 2.84 82

The team has a way to measure individual competencies57

Self

Team


4.00 0 00 0 1

2.80 0 02 2 1 2.77 58

The team consciously seeks feedback from many sources77

Self

Team


4.00 0 00 0 1

3.00 0 02 1 2 2.87 69




Page 25

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Evolution & Adaptation (L&R)

Self

Team


3.25 0 01 1 2

2.85 0 07 9 4 3.06 18

The team is growing in understanding how to work together for improved results18

Self

Team


3.00 0 00 1 0

2.80 0 02 2 1 3.20 13

The team has developed better methods for achieving our goals38

Self

Team


4.00 0 00 0 1

3.00 0 01 3 1 3.00 60

Our team adapts its approach when the environment changes58

Self

Team


2.00 0 01 0 0

2.80 0 02 2 1 3.10 13

Members understand the team's strengths and weaknesses78

Self

Team


4.00 0 00 0 1

2.80 0 02 2 1 2.95 30




Page 26

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Great Results (L&R)

Self

Team


3.50 0 00 2 2

3.30 0 04 6 10 3.15 67

The teams internal and external stakeholders are satisfied with our results19

Self

Team


3.00 0 00 1 0

3.80 0 00 1 4 3.00 93

The work outputs of the team reflect high standards39

Self

Team


4.00 0 00 0 1

3.60 0 01 0 4 3.27 76

The team produces exceptional results59

Self

Team


4.00 0 00 0 1

3.00 0 02 1 2 3.02 53

The team has a positive effect on the larger organization79

Self

Team


3.00 0 00 1 0

2.80 0 01 4 0 3.31 9




Page 27

Norm. Avg.

Positive Gap

Negative Gap

Symbol Key

1Stro

ngly

Disagr

ee

2Disa

gree

3Agr

ee

4Stro

ngly

Agree

Scale: Rewards and Recognition (L&R)

Self

Team


2.50 0 02 2 0

2.70 0 09 8 3 3.06 9

Members are recognized for their individual contribution to the team20

Self

Team


2.00 0 01 0 0

3.00 0 01 3 1 3.04 42

The team celebrates its accomplishments40

Self

Team


3.00 0 00 1 0

2.20 0 04 1 0 2.82 9

My compensation is linked to the success of the team60

Self

Team


2.00 0 01 0 0

2.40 0 03 2 0 3.07 0

My membership on this team is fulfilling80

Self

Team


3.00 0 00 1 0

3.20 0 01 2 2 3.30 31


Highest Items: Team

Section FSample, Joe

Page 28

Avg. SelfQuestion Scale

19The teams internal and external stakeholders are satisfied with our results

Great Results (L&R) 3.80 3.00

8 We hold ourselves and each other accountableStrong Accountability

(G&P) 3.60 3.00

17The team effectively measures its customers' satisfaction

Metric Based Feedback (L&R) 3.60 4.00

39 The work outputs of the team reflect high standards Great Results (L&R) 3.60 4.00

23

The team has the emotional intelligence to create high quality work (e.g., self-control, recognizing others' feelings)

Balanced Skills (C&I) 3.40 3.00

45Members talk about the team's purpose as personally important

Meaningful Mission (G&P) 3.40 3.00

14When faced with breakdowns in team performance, team members focus on finding solutions

Productive Conflicts (I&T) 3.40 3.00

22The team has adequate knowledge of the larger organization (e.g., strategies, goals, policies)

Working Knowledge (C&I) 3.20 3.00

43We have the right mix of people on our team to reach our goals

Balanced Skills (C&I) 3.20 3.00


Lowest Items: Team

Section FSample, Joe

Page 29

Avg. SelfQuestion Scale

1Our team has the authority it needs to achieve our mission

Organizational Support (C&I) 2.20 2.00

48Team members are encouraged to take charge of their part of the work

Strong Accountability (G&P) 2.20 2.00

40 The team celebrates its accomplishmentsRewards and

Recognition (L&R) 2.20 3.00

21The team has methods of managing "people practices" such as acquiring new members

Organizational Support (C&I) 2.40 2.00

46We are good at prioritizing what we need to focus on as a team

Clear Priorities (G&P) 2.40 3.00

68We inform each other well in advance if we cannot keep a commitment

Strong Accountability (G&P) 2.40 2.00

50The team distributes work according to member strengths and weaknesses

Collaborative Partnerships (R&I) 2.40 2.00

51 We leverage the diversity of the teamLeveraged Diversity

(R&I) 2.40 2.00

32The team engages in creative dialogues about problems facing the team

Innovative Experimentation

(R&I)2.40 4.00

33When discussing problems, team members express their emotions productively

Powerful Conversations (I&T) 2.40 3.00

55The team has useful tools for managing the execution of the work

Efficient Team Processes (I&T) 2.40 2.00

36 Our team is decisiveEffective Decisions

(I&T) 2.40 2.00

76 All team members engage in decision makingEffective Decisions

(I&T) 2.40 2.00

60 My compensation is linked to the success of the teamRewards and

Recognition (L&R) 2.40 2.00


PART III

VERBATIM COMMENTS

Comments

Section GSample, Joe

Page 30

What actions could you and your teammates take to improve the performance and effectiveness of the team?C1

Team

No comments submitted.

What specific things make this team work well?C2

Team

No comments submitted.


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