Team-based Psychometric Testing

We can administer personality and motivation tests to team members, and use the results to map the dynamics of the team as a whole.
On which personality dimensions do team members most differ?
Are there sub-groups based on personality?
How does this relate to conflict within the team?
How do team members differ in their reaction to stress?
How do they differ in their decision-making style?
How do they differ in their interpersonal style?
How can they learn to work effectively, given the different styles?
 

Team Effectiveness Survey

The standard questionnaire looks at the team as a whole. It is based on the following dimensions:

	Direction: Are the team's goals clear? Do people buy-in to them?
	Execution: Does the team deliver?
	Internal dynamics: What are the interpersonal relationships like? How are decisions made?
	External relationships: How well does the team manage interactions with various stakeholder groups?
	Adaptation: How does the team respond to change? How aware is the team of the external environment? Is the capability of the team developing and growing?

The standard survey is a multi-rater instrument, taking views from team members as well as key stakeholders such as senior sponsors within the organization, colleagues in other teams, internal and external customers, suppliers, and other partners. The report is a detailed textual interpretation that brings the data to life, as well as including the basic charts and tables.

Self-insight also offers customised team surveys, and social network analysis.

Team Building

We help performing teams excel, and teams with problems get back on track. Team building events are generally off-site and include some of the following.

Appreciative inquiry-based approach. This means getting the team to reflect on what it does well or has done well in the past, to create a clear picture of what success looks like, and build on those positive attitudes.
Team effectiveness survey. A follow-up can be done 3 or 6 months later to track the extent to which change has occurred.
Team building exercises. An example is to split the team into smaller groups and ask them to build a model of how they think the team operates. The different models are compared and then combined into a single world-view the team can buy into.
Team charter. A contract within the team clarifying goals and specifying how people are expected to behave towards each other.
 

Team Coaching

While team building events are generally one-off events, it is possible to set up short, regular sessions to plan and review progress as part of an ongoing team-building process.