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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