Do You Have Effective Team Performance?
Is your team performing at the level it needs to? What does your team do well and what do they struggle with now? Is everyone on the team clear with their role, the strategy and the ‘why’ of what you are doing? Are there strong bonds of trust?
If you feel like your team could use a boost to improve their performance? The Team Performance Model and approach will help you immediately understand where under performing areas exist, where team strengths are being demonstrated and how to create action and renewal in areas that need focus.
Through high energy and interactive development sessions, teams will engage in base foundation leveling and focus on customized modules from the Team Performance Inventory results. Leaders will receive training & coaching for the unique team challenges and teams will benefit from the transparency of overall team inventory results and help create new solutions.
Working together, teams and leaders will gain better tools, practices and strategies for resolving deep and complex dynamic issues.
Where Is Your Team With The Seven Stages of Teams?
The Seven Stages of Teams using the Team Performance Model is an extremely effective way to understand the formation of teams and the dynamics that go along with any team. We’ll explore the seven stages of teams and help you grow your team’s strength in each area.
- Goal Clarity
- High Performance
Customized Team Areas:
- Are You A Group or Team?
- Why Team’s Fail
- How Much Teamwork is Needed?
- Team Acknowledgement
- Team History Map
- Team Guiding Principles/Agreements
- Desired Team Outcomes
Sample Supporting Team Graphic Templates:
Pricing Sheet and detailed information available upon request.
Is Your Team Healthy?
Take this quiz and find out!
How is your team doing?
Answer each question about your team on a scale of 1 – 3.
1 = rarely 2 = sometimes 3 = usually
Be sure to evaluate the statements honestly and without over-thinking your answers.
- Team members are passionate and unguarded in their discussion of issues.
- Team members call out one another’s deficiencies or unproductive behaviors.
- Team members know what their peers are working on and how they contribute to the collective good of the team.
- Team members quickly and genuinely apologize to one another when they say or do something inappropriate or possibly damaging to the team.
- Team members willingly make sacrifices (such as budget, turf, head count) in their departments or areas of expertise for the good of the team.
- Team members openly admit their weaknesses and mistakes.
- Team meetings are compelling and productive.
- Team members leave meetings confident that their peers are completely committed to the decisions agreed upon during the meeting, even if there was initial disagreement.
- Morale is significantly affected by the failure to achieve team goals.
- During team meetings, the most important and most difficult issues are put on the table to be resolved.
- Team members are deeply concerned about the prospect of letting down their peers.
- Team members know about one another’s personal lives and are comfortable discussing them.
- Team members end discussions with clear and specific resolutions and there is a clear call to action.
- Team members challenge one another about their plans and approaches.
- Team members are slow to seek credit for their own contributions but quick to point out those of others.
Add up your answers. What’s your total?
A total score of 8 or 9 indicates that team dysfunction is probably not a problem for your team.
6 or 7 indicates that team dysfunction could be a problem.
3 to 5 indicates that team dysfunction needs to be addressed.
I would like to thank *Patrick Lencioni for developing this assessment.