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

Technique 3.12 Team Performance Checklist

{product-noshow 29|name|cart|picture|link|border|menuid:206|pricedis3|pricetax1}

Consider each of the following statements. Indicate with a tick which statements most accurately reflect your situation as a team.

High-performance criteria

Column 1

Low-performance criteria

Column 2

i) Takes a stand around a clear vision and objectives


i) Unclear vision and goals


ii) Aligns around common goals that supersede individual agendas


ii) Unclear roles and accountabilities


iii) Operates with a strong sense of purpose and ambition


iii) Poor tracking of team progress against goals


iv) Regularly measures its own performance


iv) People driven by hidden or personal agendas; much unproductive "background compensations"


v) Members emotionally committed to the team and each other; they stand for each other's success


v) Lack of straight talk, communications based on fear of "rocking the boat" or "peaceful coexistence" mentality


vi) Trust prevails - sustained through openness, reliability, acceptance and follow-through on commitments


vi) Competition at the expense of collaboration


vii) Mutual support and coaching is fluid and authentic


vii) Fear and mistrust of upward feedback


viii) Individual strengths and weaknesses are openly acknowledged


viii) Poor interpersonal trust levels; superficial trust prevails


ix) The spirit of possibility prevails and conversations are not anchored in negativity and constraint


ix) Positioning based on agreement or disagreement, rather than alignment for the good of the team


x) Commitment to a way of being a team through consistently exercising positive behaviours


x) Forced compliance mentality and resistance to change


xi) Members are highly intentional in what they do, enabled through explicit and transparent goals, processes, etc


xi) Disempowerment through a real lack of resources or simply a "barriers mindset"


xii) High levels of energy and a strong sense of pride


xii) Doing what is essentially the same thing over and over, expecting different results. Or looking for the same results over and over, without looking for improvement


xiii) Mutual accountability as individuals, and collective responsibility for the success of the team as a whole


xiii) Repeating solutions or actions that have worked in the past rather than being innovative


xiv) Problems or change approached with possibility, no fear or avoidance


xiv) Lots of people "trying", but no one truly accountable


xv) A great place to work, where accomplishment is celebrated and individual potential is realized through the support of the broader community in the organisation


xv) Other people's problems not perceived as theirs


xvi) Team members are accountable and responsible for their words and actions


xvi) People talk about what needs to be done without making clear requests for commitment to accountabilities


xvii) Good communications, high morale and team members are satisfied


xvii) Poor communications, low morale and a sense of resignation


xviii) Much celebrating and little complaining


xviii) Lots of complaining, not much celebrating


xix) Team members are resilient and rally to support each other


xix) Team falls apart when challenged with a problem and people start blaming each other


xx) Team members regularly explore outside their comfort zones and status quo thinking is always challenged


xx) People are unwilling to explore outside their comfort zones, and instead gravitate toward the status quo


A majority of ticks in column "Column 1" indicates that you are functioning more as a high-performing team; more ticks in column "Column 2" indicates that you are functioning as a low-performance team and have highlighted areas that need improving.

(source: Trina Lewis, 2006)


Free
5 5 1 Product

1 Month

Start your Change Management Plan today

With our FREE Basic membership


FREE fast start guides to review your organizations

FREE access to change management knowledge base

FREE change management case review

 

JOIN NOW


Become a Member - the benefits:

  • Ability to download a hardcopy(s) of the entire 5 x volume knowledgebase
  • Copy, paste and print content of interest
  • Be personally notified about regular content updates
  • Receive advance copies of the newsletters (including interesting articles)
  • Receive notification of upcoming events like Change Management Masterclasses

designed by: bluetinweb

Free 1:1 Consultation

get a free 1:1 consultation to apply
the relevant concepts to your specific
change management project