Assessing Your Team's Performance

Step 1 of 16

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Thank you for taking the time to complete the quiz. You might like my online couse, "<a href="https://bridgetopartnership.teachable.com/courses">The Neuroscience That Drives High Performing Teams</a>," the first module is free.Your individual report is compiled in the PDF attached.
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Warmly,Kathryn Alexander, MABridge to Partnership(509) 934-5930~ Low trust slows things down and increases cost – high trust speeds things up and reduces cost. ~Steven M.R. Covey
Communication
Do you have to repeat yourself over and over to get anything done right?
I am sick of having to repeat myself. Why can't they listen?
If I check in on them continually and reiterate what I said they seem to get it right.
I get a few questions, but over all it only takes a few repeats before they get it.
I set things out, they ask questions and we are good to go.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

I rarely experience miscommunication issues.
You would think we are playing telephone, nothing gets communicated correctly.
No one listens they just go off and do their own thing.
For the most part things go well. I wish they asked more questions.
People check their understanding and ask any questions they need to, so we have few issues.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Team members resist changes or corrections.
Their resistance makes life difficult for everyone.
We have learned to give them new ideas in very small pieces.
We spend time going over new information so they have time to ask questions.
Our team works together on implementation and trouble shooting, tweaking as needed.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Motivation
Do you feel team members are living up to their potential?
If they don't get direct orders they have no idea what to do.
They handle the day-to-day tasks fine, but are confused by anything out of the ordinary.
I have a few people who have new ideas but they may not actually work.
It is fun to watch people grow and develop as they get their feet under them and experiment.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Team members can solve problems on their own.
I'm called in all the time to troubleshoot.
Their suggestions miss the mark on how we do business.
I have a few people i can trust, but they are few and far between.
Solutions are done wisely and are almost a team sport.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Your team consistently takes initiative to go above and beyond to improve the client experience.
Client issues are a crisis. I'm the one who handles those.
Client issues mean more work for me as I clean up the mess well intentioned people make.
Team members can handle most client issues, I only get a few situations to deal with.
We actively strive to make each client experience outstanding and we share our ideas so everyone learns.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Leadership Style
Do people come to you with new ideas?
New ideas? I'm happy if we get things done on time.
We work to make improvements as time allows.
We have a process for new ideas and provide regular feedback.
We often have sessions where we experiment to see if we can outdo what we did last time!
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

What happens when people make mistakes?
I get livid!! I can't stand incompetent people.
We keep records and everyone knows there will be consequences.
We discuss it privately and I make sure they have found solutions.
We often go over issues as a group so everyone will learn.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

I can trust my team
I check and double check to make sure things are done and done right.
I'm constantly frustrated by finding things not done or not correctly done.
I do trust my team, but I also check in to make sure everything's OK.
We communicate constantly so I know they will keep me apprised of anything that needs attention.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Rate your level of happiness with your team results
We are doing OK.
We meet our goals most of the time.
We meet our goals and are working on some stretch goals to take things to the next level.
We are constantly raising the bar and having fun doing it.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Do you find you often need to have things redone?
Not everyone is on the same page. Every one has their own way of doing things.
We have standards and things work that way most of the time.
We have standards and clear processes and they work fine.
We have clear standards and processes and we keep an eye out for issues so they can be tweaked as needed.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Team Procedures
We are excited to measure our improvements.
We make changes when we have a crisis and it's clear they are not working.
We struggle to meet our current standards so we try to conform, not change.
We plan changes and then work to eliminate bugs.
We have measures in place that allow us to see when things are starting to go south so we can catch them before we actually have problems.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

People love to come to meetings – they are always well attended.
Getting people to meetings is like pulling hens teeth. Everyone has an excuse.
People come and listen, but no one has feedback or asks questions.
We handle as much as we can without meetings so when we call them they are important and people come.
Our meetings are active problem solving events so people are engaged!
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

People leave our meetings energized.
Are you kidding? Everyone glad when they are done.
Energized? No, most of the discussion happens afterward in the halls.
Maybe not energized but satisfied that it was worth their while.
You bet! We have fun solving sticky issues together.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Team Meetings
Everyone contributes at our meetings.
They listen or at least pretend to.
There are a few people who ask questions - usually the same ones all the time.
We have a good give and take. There are a few who keep to themselves.
We use several different ways of engaging people so even the quiet ones can have a say.
How would you rate yourself today, on a scale of 1-12?
Where would you like to be in 12 months time, on a scale of 1-12?

Final Step

One final step before we send you your results, which will enable you to understand where you are and where you want to be.
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Identify the most important number
Topic 1 Gap
Topic 2 Gap
Topic 3 Gap
Topic 4 Gap
Topic 5 Gap
Topic 1 Yes Most Important
Topic 2 Yes Most Important
Topic 3 Yes Most Important
Topic 4 Yes Most Important
Topic 5 Yes Most Important
Feedback if Column 1
Feedback if Column 2
Feedback if Column 3
Feedback if Column 4
Q1 or Topic 1 Biggest Gap Feedback
CommunicationLooks like you are having trouble with this key topic area. Don't worry, many others are in the same boat. Managing others is hard but the good news is that we are hard wired to connect. This is a learned skill and you can improve.
Q2 or Topic 2 Biggest Gap Feedback
MotivationLooks like you are having trouble with this key topic area. Maybe it's time to think a bit more deeply about what you are doing and how. People really want to contribute, so creating a safe space without blame can go a long way to opening people up.
Q3 or Topic 3 Biggest Gap Feedback
Leadership StyleLooks like you are having trouble with this key topic area. Don't worry, you're not alone. Sometimes we shut people down in ways we don't even recognise and old habits are hard to shake but thats what coaches are for!
Q4 or Topic 4 Biggest Gap Feedback
Team ProceduresLooks like you are having trouble with this key topic area. There's a knack for creating procedures that are driven by the work. All too often we create the procedures and push the work through them. I can help with this.
Q5 or Topic 5 Biggest Gap Feedback
Team MeetingsLooks like you are having trouble with this key topic area. Don't worry, you're not alone. Meetings are hard. fortunately ther are many ways to run meetings and some can really generate participation. Give me a cal and we can talk about this.
Call to Action for Everyone
Call to Action For Column 1
I can see you are struggling and would love to see how I can help you improve.Let's chat about your score.Schedule an obligation-free discovery call via <a target="_blank" href="http://app.acuityscheduling.com/schedule.php?owner=17972236&appointmentType=10693074">this link</a> - let's talk!
Call to Action For Column 2
I can see you might be frustrated with some of the outcomes and would love to see how I can help you improve.Let's chat about your score.Schedule an obligation-free discovery call via <a target="_blank" href="http://app.acuityscheduling.com/schedule.php?owner=17972236&appointmentType=10693074">this link</a> - let's talk!
Call to Action For Column 3
I can see you are doing OK in most areas but I would love to see how I can help you reach your maximum potential.Let's chat about your score and what this can look like.Schedule an obligation-free discovery call via <a target="_blank" href="http://app.acuityscheduling.com/schedule.php?owner=17972236&appointmentType=10693074">this link</a> - let's talk!
Call to Action For Column 4
I can see you are successful in most areas but I would love to see how I can help you even further and ensure you stay on track.Let's chat about your score and what this can look like.Schedule an obligation-free discovery call via <a target="_blank" href="http://app.acuityscheduling.com/schedule.php?owner=17972236&appointmentType=10693074">this link</a> - let's talk!
Q1 or Topic 1 Biggest Gap Call to Action
Q2 or Topic 2 Biggest Gap Call to Action
Q3 or Topic 3 Biggest Gap Call to Action
Q4 or Topic 4 Biggest Gap Call to Action
Q5 or Topic 5 Biggest Gap Call to Action
Feedback IF 1
Feedback IF 2
Feedback IF 3
Feedback IF 4
Topic/Question 1 results text 1-3
Your answers to this section seems to indicate that your days may be frustrating. If you feel you have run out of options and are beginning to accept the status quo now might the time to get some help and support. Almost everyone wants to go a good job, so frustration and even irritation is normal when it seems as though there are blocks you can't get through. Change IS possible.
Topic/Question 1 results text 4-6
It is time to move beyond 'just getting by.' You know there is more to be had, so now is the time to partner with a coach and move to the next level.
Topic/Question 1 results text 7-9
Sounds like things are going well for the day-to-day stuff. It might be time to reach for the next level.
Topic/Question 1 results text 10-12
Now you can go from good to great! deepening trust and building on what you have achieved so far can take you to new areas that require more innovation.
Topic/Question 2 results text 1-3
The good news is that this is easy to fix with a good coach. Getting rid of bad habits might actually improve everything mentioned in this quiz. If you improve your experience of your team, everything else will look up.
Topic/Question 2 results text 4-6
Having to push and push can become deadening. Sometimes small changes can make a BIG difference and working with someone who has fresh eyes is a good way to start.
Topic/Question 2 results text 7-9
It soulnds like you have good 'control' but the empowerment side may need strengthening. Empowering your team means that you can achieve things you have not even thought of.
Topic/Question 2 results text 10-12
Communication is the key to stronger trust. Making co-creation a normal process will dramatically improve your results and definitely enhance your team experience. together we can make this happen.
Topic/Question 3 results text 1-3
One of the first steps to building the Emotional Intelligence that leads to powerful leadership is self awareness. Working with a coach can help bring clarity and confidence.
Topic/Question 3 results text 4-6
It is easy to get frustrated when things don't go as planned! Working with a coach is a good way to gain perspective and learn new skills.
Topic/Question 3 results text 7-9
It sounds like you feel confident and are generally happy with how things are going. This might be the perfect time to think about moving to the next level.
Topic/Question 3 results text 10-12
You are doing great! Now it's time to begin to develop the rest of your team. If you'd like to explore how to make co-creation a habit, I'd love to help.
Topic/Question 4 results text 1-3
Ugh. this seems hard! Having standard ways to work together can actually make things easier and improve your results.
Topic/Question 4 results text 4-6
Working to help people get on the same page can make things easier for everyone. It can help to work with someone to make this happen.
Topic/Question 4 results text 7-9
It sounds like you are doing pretty well. Being able to actually measure what you do can make changes much easier and actually engage your team.
Topic/Question 4 results text 10-12
You are doing great! If you find that you have issues working across boundaries or between departments we should talk.
Topic/Question 5 results text 1-3
We grew up in school being talked at. It didn't work then and it doesn't work now. Knowing what else to do is where I can help with many options for successful meetings.
Topic/Question 5 results text 4-6
Getting people to engage is easier thanyou think, but that means changing the structure of the meeting. I can help with that!
Topic/Question 5 results text 7-9
If you are seeking to generate a bit more energy in your meetings try exploring other structures - don't stand in front and talk - be creative.
Topic/Question 5 results text 10-12
You have gotten a handle on one of the most difficult leadership skills. Having different tools for different needs can not oly refresh your meetings, but increase your prodictivity at the same time.
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Total of desired:
Simplified Current Total
Simplified Desired Total
Topic 1 Total for Current
Topic 2 Total for Current
Topic 3 Total for Current
Topic 4 Total for Current
Topic 5 Total for Current
Topic 1 Total for Desired
Topic 2 Total for Desired
Topic 3 Total for Desired
Topic 4 Total for Desired
Topic 5 Total for Desired
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Step 1 of 16

Do you have to repeat yourself over and over to get anything done right?

I rarely experience miscommunication issues.

Team members resist changes or corrections.

Do you feel team members are living up to their potential?

Team members can solve problems on their own.

Your team consistently takes initiative to go above and beyond to improve the client experience.

Do people come to you with new ideas?

What happens when people make mistakes?

I can trust my team

Rate your level of happiness with your team results

Do you find you often need to have things redone?

We are excited to measure our improvements.

People love to come to meetings – they are always well attended.

People leave our meetings energized.

Everyone contributes at our meetings.