Instructions
Read each statement below, and, using the following scale, decide how accurately it describes your team:
Strongly disagree: 0 points
Disagree: 1 point
Agree: 2 points
Strongly agree: 3 points
Place the point value of your answer choice on the blank line at the beginning of each statement below:
_____ 1. Setting direction. Our team has a clear and specific understanding of higher-level goals, plans, and organizational values. We know the priorities and how we are expected to operate to contribute to meeting them.
_____ 2. Clarifying roles. In our team, we ensure that individual team members have a clear understanding of their role in terms of the specific job as well as the role they are expected to play in the performance of the team as a whole.
_____ 3. Planning and aligning performance. In our team, we have and maintain detailed and comprehensive individual performance plans, and we ensure that these are tightly aligned to maximize our collective performance. The plans cover results, tasks, behaviors, and development needed.
_____ 4. Monitoring and measuring performance. In our team, we track progress, and we produce meaningful data on which to base change. The data brings objectivity to an otherwise subjective process, which lays the foundation for evaluation and appraisal. We monitor results, tasks, behaviors, and development.
_____ 5. Enabling and enhancing performance. In our team, we focus on improving performance. We address the critical performance factors of capability (for example, training or coaching); opportunity (for example, access, resources, or empowerment); and inclination (for example, job satisfaction, recognition, or supportive feedback).
_____ 6. Assessing and evaluating performance. In our team, we use quality (comprehensive, valid, reliable, differentiating, useful, and defensible) performance data, compare it with plans, and consider circumstances and challenges to produce fair and objective evaluations.
_____ 7. Rewarding and recognizing performance. In our team, we apply the RESPECT Model to motivate our team leader and team members. We are fairly rewarded and well recognized for the contributions we make.
Interpreting Your Scores
0 to 7. Your team probably has little performance management. If you are lucky and have a highly committed group of individuals, it might be successful, but probably not through design. Individuals may be working to different priorities. Some may be focused purely on outputs, but they are damaging team processes; others may be making performance judgments based on incomplete evidence.
8 to 14. Your team has some of the core processes in place, but they are probably somewhat mechanistic rather than enthusiastically applied. Performance management in your team may be more about control and compliance than about engagement and motivation.
15 to 21. Your team is well on the way to having what it takes to truly excel—to be that SuperTeam.
