TEAM EFFECTIVENESS ASSESSMENT

Instructions: Please complete using a scale of 1-5:

1	Not at all characteristic or untrue for nearly all team members

3	Moderately characteristic or true for about half the team members

5	Very characteristic or true for nearly all team members

Team Name __________________________________________________ Date ____________

Team Leader _____________________________________________

USING THE TEAM EFFECTIVENESS

ASSESSMENT

The Team Effectiveness Assessment is designed around the Team Effectiveness model covered in the first day of the CTL training program.

It is strongly recommended that you use this in conjunction with Human Resources. Your HR Manager will be able to assist you in the evaluation of the survey results and work with the team on action plans and/or training.

When to Use the Team Effectiveness Assessment:

You may want to use the assessment shortly after the team is formed. It may also be used intermittently as an indicator of how the team sees itself.

How to Evaluate the Team Effectiveness Assessment:

In the "perfect" team environment, questions 4, 5, 11, 14, 16, 18, 20, 21, 24, 26, 27, 31, 32, 37, 40, 43 and 48 should be closer to the right; all other questions to the left.

The assessment follows the Team Assessment Model and it is not difficult to determine which of the areas need development.

Work with your HR Manager in determining what action plans or training is needed to assist the team in its effectiveness.

Achieving the Task

A.	Purpose: Process and actions to ensure that mission, vision and goals are met.

Always	(Circle one)	Never
1.	We have a clear understanding of goals and objectives	1 2 3 4 5
2.	We periodically re-evaluate our objectives and commitments.	1 2 3 4 5
3.	Team objectives clearly relate to Division/Corporate strategy.	1 2 3 4 5
4.	The team is unsure of its value and contribution to the Division/Corporation.	1 2 3 4 5

B.	Boundaries: Processes and actions to ensure that the team manages the issues of external demands/internal fit.

C.	There is confusion between the work of this team and the work of others in the organization.	1 2 3 4 5
4.	We are effective in coordinating our efforts with other work groups.	1 2 3 4 5
5.	We get the support we need from the rest of the organization.	1 2 3 4 5
6.	We are adequately represented at higher levels in the organization.	1 2 3 4 5

C.	Standards and Control: Processes and actions to ensure the team has leadership and. organization to uphold standards and manage variances from plan.

9.	We share a commitment to high performance standards in everything we do.	1 2 3 4 5
10.	We have prcpedures to monitor and track performance.	1 2 3 4 5
11.	Team members do not know what is expected in terms of personal contribution and productivity.	1 2 3 4 5
12.	Team objectives are translated into clear individual objectives.	1 2 3 4 5
13.	We have a clear understanding of each others' roles and responsibilities.	1 2 3 4 5
14.	It seems team members are pulling in different directions.	1 2 3 4 5
15.	Our various tasks are integrated into a smooth operation.	1 2 3 4 5

D.	Technical Production: Processes and actions to ensure that the Team has sufficient resources and that they are balanced with expectations.

16.	We do not have the wherewithal to accomplish what is expected.	1 2 3 4 5
17.	We have sufficient resources to accomplish our objectives.	1 2 3 4 5

E.	Outcomes: Processes and actions to ensure that the Team achieves its objectives.

18.	Our team isn't getting the results it set out to achieve.	1 2 3 4 5
19.	We achieve the results expected.	1 2 3 4 5

Building the Team

A.	Social: Processes and actions to ensure essential skills reside and interactions take place so that Team members can perform effectively.

20.	Our team needs an input of new or different knowledge and skills to make the team complete.	1 2 3 4 5
21.	Work would improve if team members upgraded their technical/functional skills.	1 2 3 4 5
22.	We appreciate and capitalize on each others' differences, strengths and capabilities.	1 2 3 4 5
23.	We all take equal responsibility for the success or failure of the team's efforts.	1 2 3 4 5
24.	Team members are more committed to individual goals than the overall goals of the team.	1 2 3 4 5
25.	Team members willingly help one another.	1 2 3 4 5
26.	Team members are not really frank and open.	1 2 3 4 5
27.	Important issues are "swept under the carpet" and not worked through.	1 2 3 4 5
28.	We value and seek constructive feedback from each other.	1 2 3 4 5
29.	Team meetings are held regularly.	1 2 3 4 5
30.	Team members adequately plan or prepare for meetings.	1 2 3 4 5
31.	We suffer because we haven't worked out operating procedures for team meetings.	1 2 3 4 5
32.	Team members are reluctant to challenge the "Status quo" or suggest new ideas.	1 2 3 4 5
33.	Our team is effective in coming up with new and/or creative ideas.	1 2 3 4 5
34.	Team decisions are of high quality.	1 2 3 4 5
35.	Our team's problem solving and decision making efforts are rational and systematic.	1 2 3 4 5
36.	Team decisions are based on objective information and quality of ideas vs. rank or politics.	1 2 3 4 5
37.	Team decisions are made without sufficient input from all team members.	1 2 3 4 5
38.	Differences among team members are seen as "natural" and are resolved constructively.	1 2 3 4 5
39.	Team members listen effectively to each other's viewpoints.	1 2 3 4 5
40.	Differences or disagreements between team members are not properly worked through and resolved.	1 2 3 4 5
41.	All in all our team is performing effectively.	1 2 3 4 5

B.	Feedback: Processes and actions which enable individuals and the team as a whole to collect, analyze, interpret and use data to make appropriate adjustments and adaptations.

42.	Our team is good at learning from its mistakes.	1 2 3 4 5
43.	Attempts to review team operations and results
critically are seen as negative and disloyal.	1 2 3 4 5
44.	Learning and improvement are important values for this team.	1 2 3 4 5

Empowering the Individual

Processes and actions which ensure that personal motivation, needs, interests and expectations are addressed.

45.	Individual team members' knowledge and skills are taken into account during planning.	1 2 3 4 5
46.	Individuals have control over tasks delegated to them.	1 2 3 4 5
47.	Individuals feel that they are learning, developing and advancing in experience and ability.	1 2 3 4 5
48.	Individuals don't feel very challenged.	1 2 3 4 5
49.	Individuals get feedback in an open and supportive manner.	1 2 3 4 5
50.	Individuals are recognized for their achievements.	1 2 3 4 5

The most important thing that our team needs to do to be more effective is: