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Assessing Your Team’s Performance > Diagnosing Team Effectiveness

Diagnosing Team Effectiveness

Use the performance indicators in the assessments that start on page 26 to locate problems in any one of the effectiveness dimensions and to diagnose where an under-performing team is having trouble. If the team doesn’t seem to be expending enough effort to hit its milestones, for example, check under the Effort label.

In this example, you could go through each of the six effectiveness dimensions listed under the effort label to assess whether the team is exerting sufficient effort toward establishing the purpose of the team, making the most of the team’s structure, soliciting organization support, developing effective relationships among members, maintaining relationships with external stakeholders, and managing and communicating information. During your assessment, you may determine that the team understands its purpose, has the appropriate structure, and has good relationships within the group and with outside stakeholders. But you identify organizational support as the culprit in the team’s lack of effort. Team members’ compensation and bonuses are based on individual contributions and provide little financial incentive for carrying out team tasks. By assessing and analyzing the situation this way you are able to pinpoint not just the source of the problem, but also to begin work toward a solution – in this case, some form of financial reward for team performance.


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