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Team Questionnaires

Teams and their leaders establish and sustain the conditions that enable sustainable high performance in their organizations. Whether each individual within it is aligned and accountable with clear direction, collaborating with a coherent set of objectives and outcomes, staying the course and consistently achieving  expectations directly effects organisational viability and sustainability.

These questionnaires build alignment among teams and their leadership through measuring those factors foundational and essential to their effectiveness including operations, execution and morale.

3. ProfessionalBlock contends that we truly act in an empowered manner only when we choose the empowerment pattern that we use in a given situation, and do so without using that pattern purely as a means to get what we want. We must also be careful to not allow other people's actions to trigger our actions, since doing that is a sure sign of our nonempowered state. When we consciously choose our empowerment pattern for its own sake, and do so in a way that is not a reaction to someone else's actions, then we are well on the way to empowering ourselves.

  • Empowerment Patterns40 Questions
  • 8 Factors
  • 20 minutes
  • 1 coaching session

2.  InterpersonalThis questionnaire assesses your current understanding of the foundational management skills.

  • 40 Questions
  • 5 Factors
  • Feedback15 minutes
  • 1 coaching session

2.  IntermediateThe Tuckman model (1965) theorizes that teams go through five stages: forming, storming, norming, performing, adjourning. Teams often become frustrated due to the time it takes to form into a coherent team. Knowing there is a natural progression to performing should ease some of your anxieties. 

  • 32 Items
  • Factors
  • 15 minutes
  • 1 coaching session

2.  IntermediateA Team Role as defined by Dr Meredith Belbin is "A tendency to behave, contribute and interrelate with others in a particular way.”  The value of Belbin Team Role theory lies in enabling an individual or team to benefit from self knowledge and adjust according knowledge to the demands being made by the external situation.  The concept was derived from a study of successful and unsuccessful teams competing in Business Games at Henley Management College, England. Managers taking part in the exercise were given a battery of psychometric tests and put into teams of varying composition. As time progressed different clusters of behaviour were identified as underlying the success of the teams. These successful clusters of behaviour were then given name and knowledge of these behavioural preference by all team member facilitates team effectiveness.

  • Team Role70 items
  • 9 Dimensions
  • 20 minutes
  • 1 coaching session

2.  IntermediateThe ability to achieve your mission is determined by your success in developing people with specialised knowledge and skills.  This survey will help you identify the ways in which you affect the career development of your employees and team members.  Completion of the survey will provide you with a profile of your strengths and areas for improvement.

  • Career Coach50 Items
  • 5 Dimensions
  • 20 minutes
  • 1 Coaching session