About this Tool

The Team Effectiveness Interview is the interviewing tool we use before we do a team building off site. I think you will find it comprehensive in considering most of the dynamics of team effectiveness. Interviews last anywhere from 45 minutes to two hours. Don't be fooled by the questions fitting on to two pages, if you have a team with significant issues and do a good job of interviewing you will generate pages of useful information about the team.

1. How effective is the team at goal setting, including setting specific goals and targets? (Scale 1=not very effective to 7=very effective) a) Why do you say that (examples of behavior) ? b) What would have to happen for the number to get to 7? c) How would you describe the sense of urgency felt by the team regarding it's goals and the mission? d) Are all members of the team setting their own stretch targets to support the goals of the organization?

   
   
   
   

2. How committed is the leadership team to the organization's mission and the goals it sets for itself as a team? (Scale 1=not very committed to 7=very committed) a) Why do you say that (examples of behavior) ? b) What would have to happen for the number to get to 7? c) How committed are team members to helping each other out in accomplishing these goals? (Scale 1=not very committed to 7=very committed)

   
   
   
   

3. To what extent does the team have a sense of mutual accountability for accomplishing the team and organizations goals and mission? (1=not very great extent to 7=to a very great extent) a) Why do you say that (examples of behavior) ? b) What would have to happen for the number to get to 7? c) If the team does not feel accountable, who does feel accountable? d) How clear are members on what they are individually accountable for accomplishing?

   
   
   
   

4. Does the team have an adequate level of complementary skills to accomplish its mission and goals? (Yes, no, not sure) a) If no, what's missing? b) Can and do you supplement skills as needed?

   
   
   
   

5. How well aligned are you as a team in supporting your goals and mission, that is, would it seem to a member of the organization's staff that you are working together towards a common purpose? (Scale 1=not very aligned to 7=very aligned) ) a) Why do you say that (examples of behavior) ? b) What would have to happen for the number to get to 7?

   
   
   
   

6. How would you rate the following aspects of team effectiveness? (1=not very effective to 7=very effective)

   Team effectiveness issue Clarity of roles within the team Utilization of team member talents Trust levels How well conflict is managed Leadership style used

   Rating

   Team effectiveness issue Norms/Procedures Solving Problems and making decisions Thinking outside the box/creativity Interpersonal communication (listening, mutual respect, appreciation) Results orientation

   Rating

7. Comments on any ratings above and what it would take to make them higher?

   
   
   
   

8. To what extent do these conversations take place on the team (1=almost never, 2=infrequently, 3=frequently, 4=almost all the time)

   Type of conversation Find the Flaw I am not responsible Us vs. Them Either/or

   Rating

   Type of conversation What's possible? Where is the opportunity here? What action are we going to take? What have we learned from this?

   Rating

   9. Comments on any of the above ratings that would help explain team effectiveness.

   
   
   
   10. If you could improve only one thing to make the leadership team more effective, what would it be? Why?

   
   
   
   

Copyright © 2008 Richard M. DiGeorgio & Associates. All Rights Reserved.

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