Change Implementation Techniques for Forming Transitional Team, Creating Alignment, Maximizing Connectedness and Creativity
Technique 3.10 High-performing Team Rating Form
{product-noshow 29|name|cart|picture|link|border|menuid:206|pricedis3|pricetax1}
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)
