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Assessments for teams and team members

Our organizations rely on decisions made by teams. We rely on work getting done by teams. We look to these groups to show leadership, be creative, resolve conflict, build on each other’s strengths, and work toward a common vision. But it can be hard at times, even for the most productive teams.

Teams need support, evaluation and time for reflection just as individuals do. We offer two tools just for teams and team members.

The entire team

We got past the really uncomfortable conversations, had more effective one-on-ones, and became comfortable bringing up issues that previously we would be afraid to address.Is your team part of your organization’s competitive advantage? Or is it slow about making decisions, shy about making waves, mired in politics or posturing? Are meetings boring, wasteful or explosive? Maybe your team is doing OK, but could be more cohesive, better at meeting commitments and holding each other accountable. The Five Behaviors of a Cohesive Team™ can help. (We thought our own team was doing great, but after completing the program we discovered how to work together even better.)

The assessment includes Everything DiSC and adds questions based on Patrick Lencioni’s model from his best-selling book, The Five Dysfunctions of a Team. It evaluates how well the team members believe they and the team are performing. It addressed issues of trust, conflict, commitment, accountability and results.

To optimize effectiveness, teams debrief on their results and engage in facilitated discussions around each topic. The program works best with intact teams who have been working together for at least a short while. We recommend using a skilled facilitator for this program as the Five Behaviors journey takes a commitment of time and emotion.

 

The individuals on a team or new teams

If you have a few employees struggling with teamwork or have new people you want to form into a team, then Team Dimensions can help. This profile helps individuals work from their strengths by identifying their most natural team role.  It can also highlight areas in which a new team might struggle.

Individuals will receive a report that identifies their preferred role on a team: creator, advancer, refiner, executor, or flexer. Not only will they learn about the strengths they can bring to a team, they will also gain insight into how they might be perceived by others and how they can work better with others.

Team leaders will find the profile helpful when leading a new team. Leaders will identify where they are most comfortable and how to look out for focusing too long in that area. They will gain insight into what tasks a member might need coaching to handle and where to watch for stress on the team.

How does this differ from learning about your DiSC style and how to work with other styles?

Team Dimensions ā€œZā€ processThe focus for this profile is on teamwork, team roles and topics such as meetings and time management. The report introduces the team to the “Z” process--the sequence of states that most team projects follow. It explores common issues of teams: communication, meetings, time management, and team roles. Team members learn what behaviors they might expect from other team members and how best to work with them.

Choosing between Everything DiSC Workplace and Team Dimensions is a matter of identifying your greatest needs. Many organizations use both. Everything DiSC describes who you are; Team Dimensions describes what you do and the talents you bring to a team. And the Five Behaviors of a Cohesive Team builds an existing team into a more productive, effective team – any organization’s competitive advantage.