Team Effectiveness Check


The strength of teams lies in their ability to achieve more as a group working together than as individuals working independently on various parts of a project or activity.  The main obstacle to a team achieving the optimal performance level is the ability of the individual team members to work together collaboratively.

You can select the right team members based on the knowledge you need, the skills and competencies you need and the experience levels you need for a project. And the team performance can still be very disappointing if the team members do not communicate effectively, are not sharing information in a comprehensible way, and are not clear on how to coordinate with each other to avoid rework or waste their efforts working on the wrong items.

The success of a team is measured by more than one aspect. Examples include:

  • Achieving project milestones and objectives
  • Satisfied stakeholders
  • How well team members are working together – getting more done with more innovation and inclusiveness in a shorter period of time
Team Success Measures

Phases of a team

Any team will go through developmental phases starting from the first day the team members spend together. If these phases are navigated successfully, they can help team members build a high level of trust which enables the team to achieve a high performance level. The leader of a team has an important role to play throughout the phases of team development to help the team achieve their goals in the most effective and efficient .

Measuring team outcomes

Setting out to measure the progress of a team’s efforts is simply about communicating and then monitoring KPIs (Key Performance Indicators) on a regular basis. KPIs are typically set around costs, time to completion, quality of the product etc.

Measuring the cohesion between team members and how well the team is functioning is not that simple. Every team member most likely has his or her own opinion of how well the team is functioning and where improvements may be needed. Team members also would have opinions about whose “fault” it may be that things are not better. The question is often whether it is a lack of knowledge, a lack of motivation or actually interpersonal conflicts and distrust which is contributing the most to dysfunctions.

Team effectiveness Check

Using this short team effectiveness check, is a great way for leaders to take a quick look at how each of the team members see the team at that moment in time and identify where discussions may be needed to clarify or remove issues that may be hampering team functioning.

The purpose of this quick survey is to gather input from the team on their own perspectives. Remember that a perspective is just how one person sees things at that moment in time. It does not mean that the perspective of one person holds true for the rest of the team. It is important though that you understand whether one or more team members are not feeling included, engaged or unable to contribute based on a lack of internal alignment with other team members on goals etc

As the team leader or team coach, ask your team members to fill this out maybe once a month – more often if you are going through a difficult phase as a team and you are concerned about how well things are going for each team member. I would not do this more than once per week.

Note that your team dynamics will most likely change when you add members, remove members or when your project enters a completely new phase of functioning and performance expectations. At those moments you are likely to see a decline in previously recorded good scores for team effectiveness and functioning.

Use this tool as a way to quickly diagnose where the team is at and use it as a starting point for some team or one-on-one discussions to address concerns raised. Include an external person to facilitate difficult team discussions if you feel it may be helpful – someone from HR/Learning and Development/team coach may be able to use their expertise and skills in group dynamics, conflict resolution and interpersonal relationships to get your team out of a rough spot when it occurs.

Use a reality-check worksheet for a Positive Mindset


The success of a leader, a manager or an ambitious employee depends largely on the mindset that he or she operates on. When we are in a positive state of mind we can focus on our goals and collaborate and communicate in positive ways which inspire and motivate others to help us succeed in our goals.

It is unfortunately also possible for us to get pulled away from the positive state of mind when we are in high stress situations for a long period of time and when we allow ourselves to go down a spiral of negative thinking. Successful leaders and managers have learned how to quickly realize when this happens and to start implementing corrective actions and adjustments to their way of thinking. This self-awareness and regulating their own emotions help them rapidly get back to a focused mind and closer to the outcomes that they are planning for.

Expectations and Reality Curves

This model shows the blue path which I call the Expectation Trap or summarized as the kind of thinking that believes “things should not be this way”. This kind of thinking very easily moves us out of a positive mindset and it is aligned with going against reality. We wish that reality was different and we build this on our expectations of how good things should be and how badly others are acting or behaving as if others are actually causing the negative outcomes which we do not want to see.  The green curve is the way out of the negative thinking. It is a different mindset which aligns with 1) doing a reality check and using that as the basis for moving towards a better way of thinking, 2) learning from the past, 3) changing or improving the plans we had before something happened to interrupt our progress and then 4) moving into the new direction with a positive focus and determination.

The first step, doing a reality check – is often the toughest and once a person is already in a negative state of mind it is really hard for him or her to realize that it is necessary to do this.

Use the outcomes from this worksheet for further discussions with your mentor/coach or adviser. It may be that you need some coaching or just someone to be a sounding board for you as you talk through the situation and how to resolve it in the best way.

Some tips:

  • Be sure to really connect with the negative feelings when you complete the worksheet. Some people are really good at being able to temporarily switch off their emotions to focus on business – but for this form, do make sure you are connecting with how it feels inside of you when you think about that situation or event that had caused you to feel pulled away from your positive mindset and down the Expectation Trap.
  • Do take the steps necessary to resolve any upsetting situation/event. There is nothing worse than unfinished business behind you. It slows you down and drains you of positive mental energy that you need to accomplish the goal(s) that you have set for yourself. Your coach/mentor or adviser can help you with that if you are not sure how to resolve the upset so you can leave it behind you.