In July, we asked 30 authorities, experts and professionals to tell us their stories about highly effective workplace teams. They did, and their stories were inspiring, instructive and revealing. You can get all the stories here.
Once we read all those stories, we had the answers we were looking for... And, like our readers, we also had more questions. So we compiled those questions here in the form of a Workplace Team Effectiveness Questionnaire to help you pinpoint the needs of your team.
As you consider your team's opportunities for continued growth, this workplace team effectiveness questionnaire will be useful in diagnosing derailers.
For teams that are operating effectively, it's a good tool for providing early indicators of potential threats.
Use this Workplace Team Effectiveness Questionnaire to Pinpoint Your Team's Needs
The workplace team effectiveness questionnaire is not a stand-alone tool. It is a starting point. Please avoid (mis)using this as a clinical and impersonal way to bypass the input of the people who make up your team. This is something you will do WITH your team, not something to do in the background.
As you and your team work together to discuss these questions, you'll also want to avoid the temptation to rationalize away potential problems. While it's true that no tool can take into account all the variables and unique attributes of any team, it's also true that the issues raised here merit team discussion. Don't be too quick to dismiss the questions that yield unfavorable answers. Even if there are no problems related to these issues today, you may want to surface the feelings of all team members and proactively work to minimize brewing issues.
One more caution: Keep in mind that no two teams are exactly the same. The strengths of your team come from the unique blend of experiences, ideas and contributions each member can offer. The Team Effectiveness Questionnaire is meant to draw out the full value of each team member. If you find it's being used to sideline or shut down anyone on the team, then you're heading down a dangerous path.
Because no two teams are the same, we've gathered a variety of examples from successful teams around the world. We collected stories and tips from people who have been a part of a strong team, people on all sorts of teams from all around the world. Within their stories, you'll gain an understanding of how to balance guidelines for team effectiveness with latitude for unique individuals and your unique team.
To get to these stories and the context they provided for the Team Effectiveness Questionnaire, download our free eBook, How to Build Effective Teams: Insights on Workplace Team Building from 30 Top Experts here. It includes examples from professors, pastors, artists, speakers, authors, journalists, the NBA, a U.S. Army Colonel, and professionals from HR, law, security, office management, training, sales, social media, finance and non-profit disciplines.
Their stories come from Kazakhstan, Afghanistan, New Zealand, Canada, the United Arab Emirates, Nepal, Nigeria, the U.K. and the U.S. They describe teams of young people and teams in retirement homes... teams in battle zones, teams on deadline, teams playing for high stakes, and teams working in to make the day-to-day grind easier for everyone.
Workplace Team Effectiveness Questionnaire:
- Does every member of your team have the same understanding of the team's purpose?
- Is the team united by a common goal?
- Does the team's work toward a common goal also, simultaneously, benefit each member of the team?
- Do members of your team take time to build connections with each other?
- Are all members of your team enabled to contribute their ideas and talents?
- Does your team value diverse opinions and perspectives?
- Is the team taking time to celebrate the "small wins" along the way?
- Do team members hold themselves and each other accountable for delivering what's expected?
- Has the team prioritized "doing it well" over "doing it fast"?
- Can members of the team count on each other for support and encouragement?
- Are members of the team comfortable with being candid as they give each other feedback?
- Is the team able to debate ideas and find the best answers together?
- Does the team place a high value on learning and growing?
- Is the team willing to take chances together?
- Do members of the team maintain a positive, can-do attitude?
- Does the team take decisive action and keep things moving forward?
- Are members of the team setting aside ego and/or positional authority in order to draw on everyone's strengths?
- Has the team developed processes for communicating transparently and in a timely manner?
- Are roles and responsibilities clearly defined and commonly understood?
- Would everyone agree that each member of the team contributes to the desired outcomes in a productive manner?
There you have it: 20 great questions to use in evaluating your team's effectiveness and chances of success. But remember! Keep these in context.
The stories in How to Build Effective Teams: Insights on Workplace Team Building from 30 Top Experts will show you how to apply and prioritize these principles in a variety of ways. They provide insight on what those ideas look like in practice, unique to individual teams as seen from the inside. We hope you'll download this eBook today and use it as a resource when you consider the answers to your Team Effectiveness Questionnaire.
Next Steps to Work on Areas of Need Identified by this Team Effectiveness Questionnaire:
- Subscribe to the CONNECT2Win Blog RSS feed if you’d like to receive new posts each Friday to help strengthen your team.
- Download the companion piece - our free eBook “What Is Team Effectiveness & How Can We Get Some for Our Team? Stat!”
- Learn more about the options available to help you enable and ennoble your team. Book a free consultation with Deb. No cost, no obligation.
Deb Calvert is President of People First Productivity Solutions, the company that helps you build organizational strength by putting people first. Book Deb today to facilitate critical team meetings, to speak at your leadership or team events, to conduct MBTI workshops to improve team effectiveness, or to work with you as your Executive Coach.