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There
are two ways to use this Survey
(each
Team Factor has a definition to help you understand what is being measured, and
is rated by putting an
X in the appropriate score box):
1)
One Copy—for the
organization head
to use alone to rate key team members as a group (though individual team
members may be rated separately)
2)
Multiple Copies—one to
each key team member (including the organization head) to rate their
group as a team.
Completed surveys should be submitted to someone who will total all results onto a consolidated chart.
To create a consolidated chart, total the number of Xs for each rating of
each Team Factor and enter that total onto the consolidated chart. This
second approach is preferred,
since it spreads the perspective among the team members.
1
= Poor, 2 = Satisfactory, but could use improvement,
3 = Good, 4 = Excellent
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Team
Factor (below) and Column Weight
(to the right)
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1
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2
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3
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4
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1. Common Purpose & Goals—My team has and works
toward a clearly-understood, shared vision and direction.
My team has and works to achieve clearly understood, shared,
specific end results.
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2. Commitment—My team has the emotional force
that motivates each member of the team to get involved, to contribute
part of themselves to the common purpose and goals of the team or to
other team members.
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3. Communication—Each person on my team works at
building interpersonal bridges to find common ground on which to share
information. There is
active, honest, open, participative information-sharing, attentive,
receptive listening, and effective feedback.
Low "walls" or barriers - up, down, or sideways, and
minimal "hidden agendas."
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4. Climate (or Culture)—The work environment is
constructive, supportive, creative, "fun."
There is mutual understanding and patience, with ground-rules
for behavior. It is safe to air difficult or uncomfortable issues, voice
minority viewpoints, and take reasonable risks. Learning and achievement are valued and rewarded, in
tangible and intangible ways.
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5. Coordination—My team has things in order; it
plans together; there are effective and flexible procedures to guide
the team's processes. Priorities
are set together, but are flexible and adaptable.
There is a clear structure, with roles and responsibilities
well defined. Mutual
expectations are shared. The
team has a complete, complementary, balanced set of skills and
resources available, which are used to achieve the team's goals.
Each person's strengths and weaknesses are understood. Duties are designed around these strengths, and weaknesses
are either covered by someone else's strengths or the person is helped
to improve in the weak area(s).
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6. Cooperation (or Collaboration)—My
team works together for the common purpose and goals, with balanced
participation. Effective
relationships exist, with mutual respect, confidence, trust and
support. People achieve
their own goals by helping (facilitating) others achieve theirs.
Well-defined group processes exist for problem-solving and
decision-making. Conflicts
are managed constructively, and difficulties are confronted and worked
through effectively.
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7.
Compensation—Effective
measurement systems are in place to track team performance toward
goals. Feedback is
specific and ongoing. Each
person feels some ownership for whatever is being worked on or toward.
Personal development is encouraged.
Some effective combination of base salary and/or individual
and/or team incentives assures that people are recognized and rewarded
for effective performance.
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Add
up the number if Xs in each column
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Column
Score—Multiply the number of Xs in each column by its column weight
at top
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Total
Score—Add up the four column scores
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Team
Score—Divide the Total Score by 7
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How
you choose to view the score is up to you. Are you satisfied? Do
you need to take some positive action?
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