Team Effectivness Video Transcript

Hello, this is Mike from Organization Development by Mike Cardus. Today sharing with you three ways to determine and evaluate your team’s effectiveness.

Now, as covid has happened and folks are going back to work. We see a significant increase in hybrid teams, virtual teams, even new team members joining your organization and trying to figure out how the heck does this teamwork?

Suppose you’re a new team leader or an experienced team leader. In that case, these three things will be helpful in you identifying how to look at the effectiveness of your team and ways to create internal metrics and data to share with your organization.

Here are the essential three areas, and they fall back to common areas. 

  1. We look at teams in the area of productive outputs, 
  2. personal wellbeing 
  3. and the third part is enhanced capability and interoperability of folks inside the team.

Let’s break this down a little bit.

The first one to look at would, of course, be how well the team’s output met the quality, quantity, and time frame of the expected customer.

If I’m working for you and I’m the team lead, I need to deliver a team goal or project to you. 

Your feedback on how well it met your expectations.

The agreed-upon timeframe and scope.

The communication process and how satisfied you are with the team’s output are only one effectiveness indicator.

A second indicator that we often look at is how the work as a team increased or decreased team members’ desire to work together again in the future.

If I’m on the team and say I don’t want to work with these jerks again, that does not mean the team was effective. We may have delivered the product or the service to the customer as needed with expectations met. Yet, if your team is fighting and as you ask them to work together again, the response is, hell no, I don’t want to work with these people.

We cannot call that team effective.

One way that we’re looking at measuring this is through qualitative and quantitative metrics.

The qualitative piece is asking team experience questions.

  • The question is, you are talking to a close friend or colleague; what’s an experience you have had on this team that you want them to know about, so they understand what this team’s work is like? 
  • And then, they rate the tonality of the experience. Highly positive, positive, neutral, negative, highly negative.

Those indicators can help you figure out where the team is working well and where some of the bad apples might be.

Additionally, you can work those metrics to understand how likely are folks to want to work together again in the future.

And the third part we look at is the amount to which the team experience contributes to the personal wellbeing of team members.

  • Do I learn new skills?
  • Do I feel that there’s high psychological safety?
  • Do I understand the level of intimacy inside this team?
  • Do I learn new skills and new practices by being on this team? 

That is a valuable way to look at the team and say, as team members, are you learning new methods for data visualization? Are we finding new ways to interact with customers?

That’s another effectiveness piece we can look at and put into the ratio of productive output, interoperability desirability, and skilled learning.

We see these three areas how well the team’s output met the customer’s expectation on each of these metrics. The customer might be internal or external.

How the work process increased or decreased team members’ desire to work together in the future, and how a team experience contributes to personal growth and development.

Once you can get these three pieces into understanding and develop these as team members, you can call your team effective.

Now, they may not all be in perfect balance, or harmony may be larger, louder than the other. Yet what it can give you as a team leader are areas to look at to improve the team, enhance team skills, and identify team needs.

3 metrics of team performance mike cardus

Ever wonder how other teams make collaboration look so easy?

If so, you’ve recognized a challenge with your own team. And that’s the first step in finding a solution. Now, it’s time to do something about it.