Team Management System: Team Profiles
Here you can find a more in depth discussion about the different tools that are avaiable to Barrett Consulting Group to help you in the developement of your team.
If you want to read more about the basics of the different indeces and what they are based upon we suggest to start at
What can the Team Management System do for me?
Team Management Profile
People practice what they prefer and therefore perform better in those areas that match their preference. This gives them pleasure from their work.
Law of the Four P's
Understanding work preferences is a critical component in developing individual, team and organizational performance. Team Management Systems' Team Management Profile Questionnaire is a 60-item assessment focused on enhancing understanding of an individual's approaches to work.
Based on responses to the profile questionnaire, the personal Team Management Profile provides constructive, work-based information outlining an individuals' work preferences and the strengths that an individual brings to a team.
Work preferences are explored in terms of:
- How an individual prefers to relate to others
- How an individual gathers and uses information
- How an individual makes decisions
- How an individual organizes themselves and others
The personal Team Management Profile highlights an individual's major and related areas of work preferences, including information focused on:
- Individual and leadership strengths
- Decision-making
- Interpersonal skills
- Teambuilding
....essential information for developing individuals and teams
In addition, Areas for Self-Assessment and Key Points of Note enable an individual to develop focused action-plans and improve performance.
Information on Linking helps team members understand how best to communicate with another.
Norm Data is included for comparison of individual work preferences with those of managers worldwide.
The Team Management Profile Questionnaire and associated Profile are used worldwide by leading companies in diverse applications, including:
- Team development
- Leadership development
- Talent management
- Reengineering
- Quality initiatives
- Management training
- Performance review
- Career development
- Diversity training
- Organizational development
Types of Work Profile
Whether designing a new job or restructuring an existing one, the critical activities which the job holder will have to perform must be identified. This concept of criticality is fundamental to the Team Management Systems approach to job analysis.
Research has shown that while many of these critical job activities can be carried out by a wide variety of people, certain key activities need to be carried out by people with particular abilities, preferences, and skills. In most jobs there are likely to be two or three activities that are critical to successful performance. If these activities are carried out effectively, it can make the difference between high and low performance in a job.
The Types of Work Profile (TWP), a 64-item individual or multi-rater assessment, has been designed to determine those areas of activity, as defined by Team Management Systems Types of Work Model, that are critical to success in a particular job.
Based on the fundamental question, Does this activity make the difference between good and poor performance in the job?, the resulting Types of Work Profile identifies crucial types of work associated with a particular job or position. In indicating the extent that particular types of work impact the job, the Profile includes guidance and feedback to support analysis of the results, assisting in the processes of job design, performance appraisal, career development, and/or task allocation.
Gap Analysis: In addition to analysis of a job by the eight types of work, the Types of Work Profile can also match the demands of the job to individual work preference (as assessed by the Team Management Profile) to identify gaps and matches. This is particularly useful in applications such as project team selection and performance appraisal.
The Types of Work Profile and associated Profile is versatile, allowing any of the following uses and approaches:
- Analysis of existing jobs
- Job design and redesign
- Individual rating of a job
- Multiple views of the same job
Linking Skills Profile
Extensive interviews with teams and team leaders throughout the world have highlighted the common elements responsible for integrating and coordinating teams into a coherent 'whole'. Team Management Systems identifies these elements as Linking Skills.
Research has shown that it is difficult for an individual to assess their own 'skills' accurately. A person can only be considered to have Linking Skills if they are recognized as such by others who interact with the person concerned on a regular basis. Team Management Systems' three Linking Skills Profile Questionnaires are multi-rater assessments through which a number of different people rate an individual's linking skills.
The Linking of People Profile Questionnaire is suitable for all team members and gives feedback on the six People Linking Skills.
| PEOPLE LINKING SKILLS |
| Active Listening |
| Communication |
| Team Relationships |
| Problem Solving and Counseling |
| Participative Decision Making |
| Interface Management |
The Linking of People and Tasks Profile Questionnaire is suitable for senior team members and gives feedback on the six People Linking Skills plus the five Task Linking Skills.
| PEOPLE LINKING SKILLS | TASK LINKING SKILLS |
| Active Listening | Objectives Setting |
| Communication | Quality Standards |
| Team Relationships | Work Allocation |
| Problem Solving and Counseling | Team Development |
| Participative Decision Making | Delegation |
| Interface Management | |
The Linking Leader Profile Questionnaire is ideal for team leaders and addresses all three sets of Linking Skills.
| PEOPLE LINKING SKILLS | TASK LINKING SKILLS | LEADERSHIP LINKING SKILLS |
| Active Listening | Objectives Setting | Motivation |
| Communication | Quality Standards | Strategy |
| Team Relationships | Work Allocation | |
| Problem Solving and Counseling | Team Development | |
| Participative Decision Making | Delegation | |
| Interface Management | | |
Ideally all Linking Skills Profile Questionnaires are completed by:
- The self
- Direct reports
- Peers
- Management
Respondents assess the extent to which the Linking Skill should occur, and the importance of the particular skill. The rater is then asked to assess the individual in terms of what actually does occur. The Linking Skills Profiles assess the gap between what should occur and what does occur and is reported in terms of satisfaction rates.
A graphical colored summary of the importance and satisfaction rates is presented for each Linking Skill, along with key text advice generated from the response by the raters to each question.
A quantitative report offers a detailed analysis of each Linking Skill, enabling the individual to develop focused action-plans to improve linking.
Team Performance Profile
"High Performing Teams regularly review their performance."
Margerison-McCann High Performing Teams Principles
For high performance in teams, ongoing assessment is a requirement. The Team Performance Profile and resulting Profile are tools developed to support this process.
The Team Performance Profile (TPP), a 54-item multi-rater assessment, focuses on assessing a team's performance in terms of nine team performance factors associated with high performing teams:
- Advising
- Innovating
- Promoting
- Developing
- Organizing
- Producing
- Inspecting
- Maintaining
- Linking
Based on these nine team performance factors, the Team Performance Profile graphically illustrates satisfaction of a team's performance by various respondent groups:
- The core team
- Other teams
- Customers or clients
- Management
Respondents assess the extent to which each team performance factor should occur in the work of a team and the extent to which each factor actually does occur. The gap is analyzed and reported in terms of satisfaction rates.
In addition, the Team Performance Profile highlights differing viewpoints of performance from within the team.
A Narrative Report outlines opportunities for a team to improve its overall performance, highlighting specific team performance factors that require particular attention.
In addition, a Quantitative Report offers a detailed item-by-item analysis of each team performance factor, enabling the team to develop focused action plans for improved team performance.
The Team Performance Profile
- Provides an ideal entry point to an assessment of team performance by offering a common language and shared understanding of critical factors for high performance
- Acts as a catalyst for team development and improved effectiveness by enabling team members to focus on areas requiring action.
- Is an ideal tool in any ongoing team development process - initial profiling of the team can be repeated at a later point to assess how team performance has improved.
Assessment Tools
