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Master Your Game: High Performance Teams Self-Assessment

Guest post by: Jacque Small

Article Overview: Last month, I talked about the difference between groups and teams. (See September newsletter.) I also discussed the many benefits of teams. For another important reason for improving your teams, look no further than the bottom line. When a team does not perform its task, the opportunity costs are great. Poor team results, missed deadlines, members not committed to the outcome, stress and frustration, unproductive hours - these are some consequences of poor-performing teams. How much are these worth to you? The good news is, with professional coaching, it is possible to convert your groups into teams. Furthermore, you can boost your team's level of performance from good to great. High performance teams mean mutual commitment that leads to innovative outcomes and measurable positive results.

Master Your Game: High Performance Teams Self-Assessment

Last month, I talked about the difference between groups and teams. I also discussed the many benefits of teams.

For another important reason for improving your teams, look no further than the bottom line. When a team does not perform its task, the opportunity costs are great. Poor team results, missed deadlines, members not committed to the outcome, stress and frustration, unproductive hours - these are some consequences of poor-performing teams. How much are these worth to you?

The good news is, with professional coaching, it is possible to convert your groups into teams. Furthermore, you can boost your team's level of performance from good to great. High performance teams mean mutual commitment that leads to innovative outcomes and measurable positive results.


Self-Assessment Tool

Leadership coaches and authors G. Gibson and C. Smith have created a tool to help you determine your team's level of performance. In Dynamic Coaching to Build Dynamic Teams available from www. bytesizelearning.biz, they identify seven areas for assessing your team's performance:
Team Charter: clarity about roles and responsibilities, vision, mission, values and ground rules

Dialogue: listening and communication strengths

Working Procedures: organizational and process- related skills

Creativity: ability to work together, adapt and accept other ideas or solutions

Diversity: ability to optimize diverse styles, points of view and ways of working

Continuous Learning: commitment to development

Results: ability to get things done.

The Gibson and Smith self-assessment tool lists several questions under each area, which you then rate on a scale of one to six (with six being the best).

Does your team understand individual roles and responsibilities? Does your team run effective meetings - the kind you never want to miss? Does your team seek out different points of views from non-members? Does your team celebrate successes? Does it feel like your team gets things done?

These are sample questions from the self- assessment. The full questionnaire is provided here for you. This quick exercise should take you no more than five minutes and the results will provide you with baseline data for identifying areas of strengths and weaknesses.

Some advice to make the most of this self-assessment: As you go through each question, think carefully about each item, perhaps think of actual examples to substantiate your rating and be brutally honest. You might also consider printing a copy for each member of your team and having each one submit a completed form.

Once you have conducted your team assessment, view this document to interpret the results.

Enjoy your self-assessment. In the next issue, I will provide you with some ideas on enhancing the performance of your team.

Wishing you successful coaching,

Jacque Small

Related Articles
  Master Your Game: Introduction
  The Hole in The Sum of The Parts
  Master Your Game: Foundation of High Performance Teams - Part 2
  Matching Team Types and Focus
  Does your game face need a face lift

Article Tags: bottom line, high performance, performance teams



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