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Sample Excerpt from the Team Development Inventory
Note: These results have been taken from a comprehensive report and reflect only the selected categories. Charts and graphs present in the report are not represented here.
For a full sample report, please call Corporate Initiatives at 610.642.4873.
ABC Company
Team Average Scores for Clusters 1-5 (individual scores not shown)
Key: High Team Performance defined by 4.0 or greater; Average Team Performance defined by greater than 3.0; Low Team Performance defined by 3.0 and below.
Cluster #1: Goals (3.8)
• group members in alignment, working toward same goals
• group has clear, consistent and measurable goals
• group regularly reviews goal progress and makes adjustments
• group’s goals mesh with personal values
• if desired, each member can influence group goals and directions
Cluster #2: Roles (4.4)
• my role clearly outlined in Job Description
• my role clear to others in group
• roles of others clear to me
• I am satisfied with my role
• my responsibilities clearly relate to the group’s goals
Cluster #3: Communications (3.6)
• people in the group listen well to each other
• members convey how they really feel to each other
• I receive all necessary information to complete my job
• I pass all necessary information to others
• we feel comfortable giving honest feedback
Cluster #4: Satisfaction and Task Accomplishment (4.3)
• being part of this team is personally satisfying
• team clearly wants to do a good job in meeting its goals
• team encourages individuals to strive for excellence
• members’ talents are used wisely and efficiently
• if things continue as they are, team will do an excellent job
Cluster #5: Leadership (4.2)
• team leaders are aligned and give the same direction
• group’s internal lines of authority are clear and concise
• members are comfortable with how leaders use authority
• leaders are consistent and hold members accountable
• leaders openly acknowledge problems
Cluster 1-5 Comments
Warning Signs: The Communications Cluster reveals that issues revolve around listening and honestly sharing feelings about the issues. One participant added the comment that “mood” affected how much listening went on and that “we need less shouting” when sharing information. These were unsolicited comments on a form that provided no space for personal observations.
Variation & Alignment: Each Cluster reveals where the team is out of alignment (not shown in this sample). This represents an opportunity to address issues that can increase Team Performance by creating greater alignment.
“Vital Signs” Comments: ABC Company has a challenge. The organization does many things right and the participants gave the company a number of strong scores. How can leadership leverage the strengths to create an environment where all the teammates are in alignment, practice straight talk, resolve conflicts constructively, while knowing they can trust the intentions of those around them? This takes commitment to the people side of the business, and accomplishing these goals will take the business to a new level.
ABC Company cannot realize its full potential until there is alignment in the following clusters:
• Goals
• Communication
• Conflict Resolution
• Trust
• Meeting Management
What the Team Development Inventory (TDI) Measures
As seen from the above example, the TDI scores responses of all team members in key areas of team alignment, cohesion, effectiveness and personal communication. Results are averaged to pinpoint areas for improvement, and individual responses are graphed to highlight patterns.
These results are a “snapshot” of an organization, taken at a specific time under specific circumstances. Overall trends and current concerns are made visible. The following questions will help you respond constructively to your organization’s results:
• What are the items that you find encouraging?
• What are the issues you see challenging the organization?
• Do you see momentum building behind the positive and negative items and issues?
• What part do you personally play in each of these areas?
• What part do you want to play?
• Are you prepared to explore why someone else’s perceptions of reality differ from your own?
• Are you prepared to acknowledge the “truth” behind another’s reality, no matter how much it differs from your own?
Numerous color-coded graphs make understanding the results easier. All of the results are designed to assist you in creating High Team Performance. Please call us at 610.642.4873 with any questions, or to schedule the TDI for your organization.
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