Change Implementation Techniques for Forming Transitional Team, Creating Alignment, Maximizing Connectedness and Creativity

Technique 3.10 High-performing Team Rating Form

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Introduction

Once a team has been formed, its progress needs to be checked.

What to observe in teams include

- communication and participation (who talks to whom? who is left out? who talks most often?);

- decision-making (how a group selects a course of action like majority rule, consensus, etc, lack of response, etc);

- conflict (necessary in reaching effective and creative solutions for problems including how conflict is handled by ways of avoidance, compromise, competition, collaboration, etc.);

- leadership (it is all about who is influencing whom);

- goals and roles ‐ for them to be effective, a team must have clear goals (what are they trying to accomplish?) And roles (who does what?);

- group norms (the assumptions and expectations held by group members that govern the group's behaviour - ground rules that regulate behaviour);

- problem-solving (needs to be effective and involves identifying and formulating the problem, generating alternative solutions, analysing consequences, action-planning, implementing, and monitoring and evaluating);

- climate/tone (refers to the feeling of the group, such as how pleasant it is)?

Process

Consider how your team would rate on the following statements; using a scale of 1 to 10; 1 = low, 10 = high

Details

Score*i

Purpose


i) Members can describe the common purpose of the team


ii) Members are committed to the common purpose of the team


iii) Goals are clear, challenging and relevant to purpose


iv) Strategies for achieving goals are clear


v) Individual roles are clear


Empowerment


i) Members feel a personal sense of power, ie can make things happen


ii) Members feel a collective sense of power, ie can make things happen


iii) Members have access to necessary skills


iv) Members have access to necessary resources


v) Policies support team objectives


vi) Practices support team objectives


vii) Mutual respect for each other is present


viii) Willingness to help each other is evident


Relationships & communication


i) Members express themselves openly & honestly


ii) Warmth, understanding and acceptance is expressed


iii) Members listen actively to each other


iv) Members communicate effectively with each other


v) Differences of opinion are valued


vi) Differences of style are valued


Flexibility


i) Members perform different roles & functions as needed


ii) Members share responsibility for team leadership


iii) Members share responsibility for team development


iv) Members are adaptable to changing demands


v) Various ideas & approaches are explored


Optimal productivity


i) Output is high


ii) Quality is excellent


iii) Decision-making is effective


iv) Clear problem-solving is apparent


Recognition & appreciation


i) Individual contributions are recognised by team leader


ii) Individual contributions are appreciated by team leader


iii) Individual contributions are recognised by other team members


iv) Individual contributions are appreciated by other team members


v) Team accomplishments are recognised by members


vi) Team members feel respected


vii) Team contributions are recognised by the organisation


viii)Team contributions are valued by the organisation


Morale


i) Individuals feel good about their membership of the team


ii) Individuals are confident


iii) Individuals are motivated


iv) Members have a sense of pride about their work


v) Members have a sense of satisfaction about their work


vi) There is a strong sense of cohesion


vii) There is a strong sense of team spirit


Notes

i) The higher the score, the better shape your team and organisation is in.

(source: Kenneth Blanchard et al, 1986; OUM, 2005)


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