Team Effectiveness Profile

The TEP was designed to function as a self-administered learning instrument. Everything required is contained in the Participant Guide — directions for completing the Inventory, scoring, and interpretation. Although there is no time limit imposed on the completion of the TEP, groups are usually finished responding to the items in 15–20 minutes.

Individual scoring can be completed easily in 10–15 minutes. Development of the profile will vary, depending on the number of people that comprise the group. A group facilitator may wish to structure and guide this process in the following ways:

• Clarify the group being evaluated (people may be members of more than one group)
• Emphasize the need for candid responses so that the group may benefit from the opportunity to discuss areas that are troubling to the group as a whole
• Assure the group of the anonymity of their individual responses
• Expand on the definitions used to evaluate the 50 statements
• Assist in collecting, reporting, and comparing group data
• Help the group to confront its more sensitive issues

The purpose of the Team Effectiveness Profile is to help groups improve their output and work satisfaction. By doing so, participants will be able to:

• Identify issues that block effectiveness
• Reduce or eliminate problems that can drain a group's energy
• Maximize the group's productive efforts

The team effectiveness profile is most appropriate for intact work groups - groups that have some history of working together. It can also be used to prepare a newly-formed group for the kinds of issues that may block its success in the future. Uses include:

• Measuring performance before and after team building initiatives
• Unblocking struggling teams
• Orienting new teams to potential problems

Product Type: Self-assessment and workshop. The Facilitator Guide serves as an in-depth resource, designed to help trainers swiftly administer the assessment.

Target Audience: The Team Effectiveness Profile (TEP) is appropriate for intact work groups; that is, groups that have some work history. If the TEP is used with a newly formed group, it can serve an educational purpose.

Measures: The purpose of the Team Effectiveness Profile is to help groups improve their output and work satisfaction.

Dimensions: TEP assists teams to identify potential blockages to performance by measuring the extent to which teams engage in five categories of team effectiveness:

• Mission, vision and goals
• Team roles
• Operating processes
• Interpersonal relationships
• Inter-team relationships

Time Required: 1.5 hours.

Facilitator Guide: Order One Guide Per Trainer.

The Facilitator Guide is designed as a resource booklet for participants. Arranged in an instrument/workbook format, the Facilitator Guide contains a 50-item inventory, scoring form, interpretive guide, descriptions of the five categories, charting of results, and questions to help respondents deepen their analysis of group issues that may be affecting team performance.

Paper Assessment 5-Pack: Order One Pack For Up to Five Participants.

The print version is ideal for facilitators who prefer to oversee scoring and administration of the assessment if you don't know who the participants will be before the class begins, or if your learners do not have easy access to computers. It includes pressure-sensitive forms for scoring to aid manual tabulation.

Online Assessment: Order One Per Participant.

The online assessment is administered to participants through the HRDQ Assessment Center and includes personalized reporting, full-color charts, interpretive information, worksheets, and action planning. A detailed report is delivered electronically to the facilitator/administrator when complete.

Rollin Glaser, Ed.D. is an accomplished trainer, consultant, and expert in the field of adult learning, and is also the co-founder and former chief executive officer of HRDQ. He holds several degrees, including a BS from Northwestern University and an M.Ed. from Northeastern University, as well as an MA and Ed.D. from Columbia University. In addition to many assessments, training games, programs, and articles, Mr. Glaser is the author of Personnel Management for Retailers and co-author of The Management of Training and Managing by Design.

Christine Glaser, M.Ed. is the co-founder and former president of HRDQ. Her previous experience includes management skills training, consulting, editing, and public school teaching. She holds a B.S. from Northwestern University and an M.Ed. in guidance and counseling from Northeastern University. Ms. Glaser is a co-author of Managing by Design as well as several learning tools, including Jungle Escape and the Team Effectiveness Profile.

The HRDQ Development Team creates soft-skills learning solutions that help to improve the performance of individuals, teams, and organizations. At HRDQ, we believe an experiential approach is the best catalyst for adult learning. Our unique Experiential Learning Model has been the core of what we do for more than 40 years. Combining the best of organizational learning theory and proven facilitation methods with an appreciation for adult learning styles, our philosophy initiates and inspires lasting change.

•  Infographic | 7 Ways to Achieve Inter-Team Effectiveness