Team Health Assessment

August 5, 2024

As a leader, it’s crucial to regularly assess your team’s health and effectiveness. Remember, no team is perfect – we’re all works in progress. The key is continuous improvement and momentum in the right direction.

Let’s explore a quick real-time assessment based on the five team tensions I explore in my recent book, Next-Level Teamwork. This will help you gauge your team’s current state and identify areas for growth.

For each of the following tensions, assess how often your team experiences the positive results by rating them as:

Rarely = 1
Sometimes = 2
Often = 3

When you’re done, see the total score for each tension. The higher the number the better!

Team Tension #1: Focusing on Tasks AND Relationships

Task Focus:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How often does your team meet deadlines?

How frequently do team members experience a sense of individual accomplishment?

To what extent can your team focus and get things done efficiently?

Relationship Focus:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How often do you observe trust and belonging within the team?

How frequently do team members leverage each other's strengths?

To what degree is work enjoyable and fun for your team?

TOTAL:

Team Tension #2: Leveraging Structure AND Flexibility

Structure:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Are expectations fair and consistent?

How clear are people on minimum performance standards?

To what extent does your team solidify proven practices?

Flexibility:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How frequently does your team capitalize on individual strengths?

How often do you observe a culture of understanding and equity?

To what degree is your team responsive to changing needs?

TOTAL:

Team Tension #3: Communicating Truthfully AND Tactfully

Truthful Communication:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How often is communication clear and direct within your team?

How frequently do team members speak up for their beliefs?

To what extent does your team engage in healthy debate?

Tactful Communication:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How often is communication kind and empathetic?

How frequently do team members listen attentively without defensiveness?

To what degree does your team maintain a respectful and safe culture?

TOTAL:

Team Tension #4: Promoting Collaboration AND Independence

Collaboration:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How often does collaboration lead to higher quality work?

How frequently do you observe increased energy and engagement due to teamwork?

To what extent does collaboration improve efficiency by reducing back-and-forth?

Independence:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How often does individual work increase productivity?

How frequently can team members focus on their roles and work flexibly?

To what degree does independent work develop skills and confidence?

TOTAL:

Team Tension #5: Increasing Empowerment AND Accountability

Empowerment:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How often do you observe individual motivation and engagement?

How frequently does your team find unique and creative solutions?

To what extent does empowerment foster learning and problem-solving?

Accountability:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How often are team members deliberate and mindful in their actions?

How frequently do team members follow through on commitments?

To what degree are there healthy boundaries on team members' authority?

TOTAL:

How is your team doing?

Task AND Relationship:

Structure AND Flexibility:

Truth AND Tact:

Collaboration AND Independence:

Empowerment AND Accountability:

After completing this assessment, take a moment to reflect on your team’s current health. Which of the five tensions, if managed more effectively, could result in the most significant increase in your team effectiveness? This is your golden opportunity for growth. Once you’ve pinpointed this pivotal area, embark on the following three-step journey to transform this tension from a potential stumbling block into a powerful springboard for success:

Make the tension conscious: Engage your team in a conversation about the chosen tension. Explain that although you’ll never “solve” this dilemma, improving how well you manage it will significantly enhance teamwork and collaboration. Emphasize that everyone’s involvement is crucial for success.
Develop an action plan: Work with your team to create a list of actions you could a) START doing, b) STOP doing, and c) CONTINUE doing to manage the tension more effectively. Be specific and encourage input from all team members. After brainstorming ideas, try to narrow the final action plan down to no more than 3 commitments so that your plan is both optimistic and realistic.
Review and celebrate: Reassess in 6 to 8 weeks to track progress. Celebrate improvements with your team and recalibrate your action plan as needed.

Remember, while there are no perfect teams, this isn’t an excuse for mediocrity. By deliberately focusing on these key tensions and committing to manage them more effectively, your team can transform from unproductive to unstoppable. Embrace the journey of continuous improvement and watch your team thrive!

BONUS MATERIAL:

To delve deeper into mastering these team tensions and unlocking your team’s full potential, consider getting a copy of my book Next-Level Teamwork. It provides comprehensive insights and practical strategies to help you navigate these challenges effectively. Visit timarnold.ca/teams to learn more and purchase your copy.

Additionally, if you’re looking for personalized guidance and hands-on support, I offer keynotes and workshops tailored to your team’s unique needs. These sessions are designed to foster collaboration, enhance leadership skills, and drive sustainable improvement. For more information on how we can work together, visit timarnold.ca.

Let’s take your team from good to great, together!

DIY Team Building Activity:

FIRST JOB / WORST JOB

This month’s team-building activity, “First Job / Worst Job,” is designed to spark engaging conversations and foster deeper connections among team members. By sharing stories about their first or worst jobs, participants can reflect on their professional journeys and learn more about each other’s backgrounds in a fun and interactive way.

ROUND 1: FIRST JOB

Form Groups: Divide the team into small groups of 3-5 members.

Share First Job Tales: Within each group, invite participants to share a story about their first job. This could be a part-time job during school, an internship, or their first full-time position. Encourage them to include details about what they did, what they learned, and any memorable moments.

Engage and Inquire: Foster active listening and curiosity by encouraging group members to ask questions and delve deeper into the shared stories. This will help build a sense of connection and understanding among team members.

ROUND 2: WORST JOB

Remix Groups: Reshuffle the team into new groups of 3-5 members, ensuring a fresh mix of perspectives.

Share Worst Job Tales: In the new groups, participants should share a story about the worst job they ever had. This could include challenging work environments, difficult tasks, or any other aspects that made the job particularly tough. Encourage them to highlight what they learned from the experience and how it helped shape their career.

Collaborate and Reflect: Encourage group members to provide feedback, share similar experiences, and discuss how they overcame challenges in their own careers. This collaborative approach can foster empathy, resilience, and a sense of shared experience.

Bonus: Job-Themed Treats (Optional)

To add a fun twist, consider serving job-themed treats like “payday” candy bars, chocolate coins, “fortune” cookies, or “Dough”-nuts.

Monthly Inspiration

“Average managers play checkers, while great managers play chess. In checkers, all the pieces
are uniform and move in the same way; they are interchangeable. In chess, each type of piece
moves in a different way, and you can’t play if you don’t know how each piece moves. Great
managers know and value the unique abilities and even the eccentricities of their employees,
and they learn how best to integrate them into a coordinated plan of attack.”

– Marcus Buckingham, Author & Business Consultant

At Leaders For Leaders, we’re passionate about helping you kickstart your autumn with a
leadership development plan that will energize your team and drive results.

Don’t let the opportunity to elevate your team’s performance slip away. Our customized
keynotes and workshops are designed to make your fall meetings, conferences, or events truly
transformative.

Reach out to us today, to schedule a call to discuss how we can tailor our services to your
specific needs. Don’t wait – the best time to invest in your team’s future is now!

We were truly fortunate to have Tim Arnold join us at our recent leadership event. His keynote was passionate, profound, and practical. The strategies Tim presented will greatly enhance our team members ability to navigate tensions in the workplace and become more confident and resilient. We highly recommend Tim to any organization looking to cultivate purposeful and result-driven leaders.

Ben McDermott

General Manager, Health, Fitness and Aquatics, YMCA Niagara

Tim Arnold

Tim Arnold has spent over two decades helping clients that include The United Nations, Royal Bank of Canada, and Compassion International, manage complexity, increase resilience, and deliver results. As a sought-after speaker and consultant, he helps leaders around the globe unleash the superpower of Both/And thinking in an Either/Or world. Beyond leadership and team development, Tim is an avid fisherman, world traveller, and really bad hockey player.

Team Health Assessment

Team Tension #1: Focusing on Tasks AND Relationships

Task Focus:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Relationship Focus:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Team Tension #2: Leveraging Structure AND Flexibility

Structure:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Flexibility:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Team Tension #3: Communicating Truthfully AND Tactfully

Truthful Communication:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Tactful Communication:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Team Tension #4: Promoting Collaboration AND Independence

Collaboration:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Independence:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Team Tension #5: Increasing Empowerment AND Accountability

Empowerment:

(1 = Rarely, 2 = Sometimes, 3 = Often)

Accountability:

(1 = Rarely, 2 = Sometimes, 3 = Often)

How is your team doing?

BONUS MATERIAL:

DIY Team Building Activity:

FIRST JOB / WORST JOB

ROUND 1: FIRST JOB

ROUND 2: WORST JOB

Bonus: Job-Themed Treats (Optional)

Monthly Inspiration

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